Michael Wozney Email & Phone Number

Vancouver, Bc, Ca

Vancouver, British Columbia, Canada

General Fusion is transforming how the world is energized by developing the first commercially viable fusion power plant. Fusion will deliver clean, safe, and on-demand power at industrial scale, providing a powerful complement to renewables and a pathway to a zero-emissions grid.Reporting to the Chief People & Culture Officer I am a strategic partner developing and executing our business aligned talent strategy & roadmap to identify, grow, mobilize, and retain critical and key talent, including the delivery of performance cycles, wellbeing and belonging to increase organizational effectiveness driving innovation and collaboration required to deliver commercially viable fusion by 2027.• Talent Strategy – curating our culture to drive effectiveness at all levels by establishing and delivering all talent initiatives through assessment of talent segments including career development, learning calendar, onboarding, selection, and Talent Review, to create differentiated development using learning agility and the 70/20/10 model • Leadership Development – designed and delivered over 460 hours of training in Q4 to 96% of all leader, and coaching leaders, building key competencies to create psychologically safety & drive innovation to meet org strategy.• Performance Management – overcoming huge resistance to change implemented GF’s first program using structured performance discussions focusing on future performance and aspirational development to build trust.

Vancouver, Canada

Design, implement, and monitor the strategic talent management program to identify the correct person for a role and increase effectiveness & readiness for 25,000 employees across the province of British Columbia • HR Data Analytics - managing budget and 4 employees to proactively identify effective people solutions with operations leaders, create access to people data through effective workflows, design and direct access data products. • Succession Planning – implemented online assessment and redefined performance and potential for Talent Review allowed for differentiated development planning for 400 + senior leaders an increase of 20% more leaders in 30% less time. Coaching leadership teams to effectively deploy talent to organizational challenges to increase retention.• Workforce Planning – created a multilevel program to effectively allocate resources to identify and implement effective workforce solutions ranging from providing direct access data and materials to high touch for strategically imperative roles and organizational level strategy. • Talent Management - bespoke leadership and professional success profiles as the foundation for effective leadership development, selection, promotion and lateral assignments creating an internal talent market and increasing retention.• Performance Management - implemented an OKR approach with inspirational development discussions, and transition from fiscal to calendar process with quarterly reviews that aligns to business processes.

Kelowna, Bc Canada

Organizational lead for the integrated talent management strategy aligning leadership development and succession management to our organizational strategy increasing the engagement of our 22,000 employees.• Designed & implemented Leadership Development Program based on objective nomination process, validated psychometric tools, coaching and action learning with a participant promotion rate of 78%.• Full organizational roll out of Talent Review to ensure leadership continuity through to creating talent pools that allows for the effective assess of readiness and the effective deployment of talent to address organizational challenges.• Created the talent framework through qualitative analysis of leader interviews to define effective leadership by level to guide development decisions, both on the individual level and the design of effective and integrated programs.• Created the Senior Leadership Development Program focusing on vertical development and action learning to accelerate readiness for VP positions effectiveness measured through pre & post assessments and business goals.• Created our intact Leadership Team Development Program based individual and team based coaching that align individual development goals with the team’s improvement challenge to build high performance teams.

Dubai

Corporate Head of Learning responsible for the MEA Learning Center supporting the development of 5000 employees in a $2 billion business in 15 countries & 21 business units. Collaborated with corp HQ to implement global programs• Lead the budget and staff to deliver a progressive competency based curriculum identified through organizational learning needs analysis to identify learning requirements and aligned solutions.• Delivered over 13,000 Training hours per year personally, through external vendors, and train the trainer approach developing 15 internal faculty to increase annual training hours by 28% while reducing the budget 30%.• Tracked training metrics, including corporate and BU compliance programs, and building dashboards, reports, and presentations for local and international operational and functional leaders.• Designed & implemented the performance management program including defining competencies by leadership level.• Led the MEA pilot of the Oracle Learn Learning Management System for the global implementation.• The MEA Leadership Development program 80% of participants were promoted in complex and volatile markets.• Organizational Review & Talent Review to create talent pools and identify successors. • Provided coaching to senior leaders and HRBPs on talent management including assessment, talent pipelines, high potential identification, selection processes, and their own individual development plans• Developed Community of Practice for MEA facilitators using core facilitation competencies to increase learning transfer by engaging learning experiences.• Gallup Q12 engagement surveys & team-based impact planning process for high impact engagement and retention.

Dubai, United Arab Emirates

Responsible for the organizational learning and development function for an MSCHE accredited university with over 1200 faculty and staff, and over 9000 students, at three campuses in two Emirates. • Responsible for the daily operation of the learning and development function; including overseeing three HR Officers at multiple campuses, maintaining the training budget, vendor relations with external service providers, planning and implementing learning programs, and delivering workshops.• Developed and delivered the overall organizational learning and development strategy for the university through conducting training needs analysis across the organization through survey, leader interview and focus groups to identify learning requirements at all levels.• Designed and implemented development programs including a Leadership Development Program, and a Graduate Development Program.• Recruited and selected professors from across the world as part of the college selection committees and coordinating the entire recruitment process from candidate pool creation to onboarding.

Dubai

Instructor in the College of Business (Professional in Residence) responsible for the curriculum design and instruction for thirty plus students per section in order to achieve the learning objectives of the class and the those of the college.

Dubai, United Arab Emirates

As part of the leadership team this role provided strategic HR support for a business unit that is the franchise for Volvo, Chrysler, Jeep, and Dodge across the UAE with over 750 employees, and revenue of $25 million. • Operated in a matrix reporting structure reporting to the Business Managing Director, and to the Head of HR Automotive, and liaised between centers of excellence in order to deliver results on people issues. • Aligned the HR strategy with the business requirements and the annual group HR Plan. Communicated plans and progress against the plan to the HR function and the Business Units in order to create and support continuous improvement. • Handled the operational HR issues for B.U. employees ranging from administration to development and performance issues.• Designed and implemented the Automotive Group Sales Executive Assessment and Training program with a 95% graduation rate and immediate increase of sales at participating showrooms. • Responsible for the implementation of the Gallup Q12 Engagement Survey across the BU through team-by-team focus group debrief on results and designing action plans.• A participant in the high potential leadership development program delivered by Gallup.

Dubai, United Arab Emirates

IHS is comprised of one of the largest teams of Chartered Occupational Psychologists and Learning and Development specialists in the Gulf, representing 12 International Test Publishers to work with organisations to select, assess and develop talent and teams, and support organisational development through the design and implementation of world-class strategic HR frameworks. > Key account manager for client businesses overseeing organisational improvement projects through partnering with senior managers to improve organisational effectiveness by strategically aligning the HR function with overall business objectives. > Designed and implemented HR process and policy for client organisations including leadership development programs, performance management systems, talent management, and orientation.> Implemented talent management programs and succession plans for client organisations which involved training needs analysis, conducting talent reviews, coaching sessions with front line and senior managers, and developing individual development plans (IDP).> Designed and delivered training workshops on recruitment & selection, and all aspects of performance management and coaching for which participant reported extremely high levels of satisfaction with the knowledge they received and could utilise on the job.> Utilised psychometric tool and feedback results; tools included Myers Briggs Type Indicator, Occupational Personality Questionnaire, FIRO B, and multiple aptitude tests.

Victoria Bc, Canada

> Developed every aspect of the company from inception to provide therapeutic services for patients with severe developmental disabilities. > Proven ability to lead and manage others developed through managing over 50 employees in a flat management structure as the organization steadily expanded to produce revenues of over $1 million Canadian Dollars per annum. > Responsible for the creation and constant improvement of all HR programs and procedures, and their daily implementation including the organisational design, recruitment and selection, performance management, work force planning, discipline, and dismissal. > Responsible for all labour relations and resolving all unionized employee issues from individual issues up to and including formal grievance procedures.> Excellent conflict management and communication skills acquired through daily interactions with Government representatives at all levels, patients, employees, union representatives, and other stakeholders.> Exceptional problem solving and strategic thinking skills developed while having to mediate a variety of different interests & needs. Many situations required immediate resolution and often with exceptionally disparate interests and desired outcomes.

Masters, Business Administration

Bachelors Of Art, Psychology