Randy Rytter Email & Phone Number

Pleasanton, California, US

• HR Director for Medallia's business leaders and early to mid-career Medallians in North America. Manages critical people programs including compensation, performance, and development. Partners with COEs - Talent.
• Provided HR leadership to a variety of departments at Medallia – Global Sales, Marketing, Sales Operations, Product, and new acquisitions (Mindful); managed multiple organizational restructures and transformations to.
• Partnered with Sales and Product business leaders to design, develop, and implement a career architecture framework that introduced job families and competencies to support career progression
• Designed, developed, and implemented a performance management and coaching process for managers and employees to check-in quarterly on impact against goals, strengths/growth areas, and priorities for the next quarter.
• Designed, developed, and implemented a talent management process and supporting technology with Workday to identify top talent using a 9-box and future successors; developed a progression planning framework to.

Baltimore, Maryland, US

• Managed the portfolio of talent management programs for T. Rowe Price. Designed, developed, and implemented talent programs focused on performance management, development planning, succession, and retention of key.
• Managed the enterprise talent review process for 300 senior level talent across the firm to identify key successors; designed and implemented a process to help the firm to differentiate and accelerate development for.
• Managed the performance and development process for 7500 employees; expanded the roll-out of a multi-rater tool in Workday to collect feedback from multiple perspectives from 1900 to over 3000 employees to drive.

Baltimore, Maryland, US

• Managed talent programs for the investments and technology business units within T. Rowe Price. Partnered with the business to create and maintain talent programs focused on leadership development, succession planning.
• Lead business unit talent reviews for investments and technology groups to differentiate top talent, and accelerate development
• Designed, developed, and implemented a cross-functional rotational program between our investments and distribution groups to attract entry-level diverse talent and expose them to the complete investments lifecycle of.
• Piloted a multi-rater tool in Workday to collect feedback from multiple perspectives to drive employee development for approximately 1900 employees

Mclean, VA, US

• Managed employee performance and compensation, employee relations, and engagement for over 3000 employees in the Enterprise Solutions Group. Provided HR subject matter expertise with local business leaders on change.
• Lead two performance management and compensation calibration cycles for 3000 employees; differentiated top talent through 9-box and talent planning for accelerated development of senior leaders
• Designed and implemented a retention strategy for key talent with the business, and managed challenging employee performance/relations issues to mitigate risk for the firm
• Lead the restructure of 2 departments to improve effectiveness
• Played a key role in operationalizing the newly redesigned HRBP function; designed a knowledge management repository for all key HR processes, designing/facilitating change management training, and facilitating.

Mclean, VA, US

• Internal HR Consultant and Program Manager for talent management across the 30,000 employee organization. Drove talent management innovation, initiatives, and enterprise-wide programs including diverse career paths.
• Workstream lead for 2 different HR Technology implementations firmwide - 1) Workday Talent, Succession, Performance, and Compensation, and 2) Oracle Taleo Performance and Learn
• Designed, developed, and implemented a consistent performance management process for 24,000 employees that removed the emphasis on ratings, and focused on ongoing feedback and development
• Designed, developed, and implemented a consistent talent review process across the firm based on the Lominger - Korn Ferry Talking Talent 9-box process to identify future successors; Lead four consecutive talent.
• Designed employee development frameworks for 30,000 client-facing, internal, and administrative professionals to align to the firm's updated competency models showing examples to develop through experience, exposure.

Mclean, VA, US

• Project manager and human capital management consultant to federal government clients
• Designed, developed, and implemented a performance management process for a major federal agency; Lead two consecutive years of performance planning with senior leaders, cascading goals and objectives to individual.
• Developed a competency model for a major federal agency to improve performance management and career development
• Developed a program to onboard new employees and a framework to enable supervisors to identify opportunities to reward and recognize high performers for a major federal agency

Amsterdam, NL

• Task lead and human capital management consultant to federal government clients.
• Conducted an organizational assessment and redesign of a human resources division for a major military department undergoing a merger
• Conducted an organizational assessment and redesign of a federal agency to align its structure to support an integrated financial system
• Analyzed policy and program areas to identify areas in which revisions were necessary to support a workforce transition for a federal agency undergoing a logistics modernization effort
• Administered a national training and technical guidance program for a federal government agency
• Developed an organizational structure to help a federal government agency align its business processes with a newly implemented integrated financial system

Ms, Human Resources Development

Ba, Political Science