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 Acquisition, Total Rewards, Employee Relations, and Diversity, Equity and Inclusion - to design solutions for the business to enhance the employee experience.• 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 improve effectiveness• 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 to drive more frequent feedback and development conversations; Managed the process for 4 consecutive quarters before institutionalizing the process with a newly formed COE within the team• 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 accelerate the development of key talent

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 talent for over 7500 employees.• 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 key talent segments through career and stay conversations• 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 development and to strengthen our culture of continuous feedback

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, diversity and inclusion, and employee learning and development for approximately 3000 employees.• 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 experiences over a 2 year period• 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 initiatives and programs that support increased affiliation, engagement and retention of talent. Partnered with senior leaders/managers to guide and support employee development.• 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 standardized training on talent planning/9-box to build HRBP capability and streamline processes

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, roles, performance management, and communications campaign to showcase success stories• 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 reviews over a three year period with over 2000 senior leaders, identifying top talent for leadership development programs and pipeline planning efforts• 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, and education

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 employees, and monitoring progress • 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• Developed training materials and conducted training sessions to introduce new personnel policy for a federal agency • Analyzed human resource procedures, policies, and practices and identified several key best practices to develop a human capital management strategic plan

Ms, Human Resources Development

Ba, Political Science