Ryan T. Smith Email & Phone Number

Akron, Oh, Us

Cleveland, Ohio, United States

Lead a team of 35+ learning, leadership development, and talent management professionals for a growing Fortune 100 company with an award-winning culture and industry-leading performance. Responsible for designing and executing talent management practices in areas including leadership & executive development, assessments & coaching, career development, learning systems & operations, onboarding, succession planning, mergers & acquisitions, and more. Current areas of interest including belonging & engagement in a hybrid environment, executive onboarding & executive coaching, enterprise career planning tools, and the role of AI in talent management.

Cleveland/Akron, Ohio Area

Responsible for designing and implementing an industry-leading professional and leadership development system for Progressive's 50,000+ employees. Additional learning responsibilities include learning systems and operations. Additional talent management responsibilities include succession planning and job profiles (incl. competencies). Lead a team of 30+ learning, leadership development and talent management professionals. Primary areas of focus include leadership development solutions, high potential programs, custom business requests and competency-based learning. Developed an award-winning program for new leaders. Additional areas of focus include business alignment, assessments, mentoring, coaching, measurement and marketing & communication.

Cleveland/Akron, Ohio Area

Responsible for designing and executing a talent development strategy for Cleveland Clinic's 2,500+ non-physician leaders and 35,000+ caregivers. Manage two teams and a total of 11 learning and development professionals. Primary responsibilities include: on-boarding (for caregivers, leaders and executives), instructor-led training (incl. Leadership Forums), eLearning (incl. Harvard ManageMentor), development programs, assessments, mentoring and coaching. Currently leading a cross-functional team to develop a talent analytics strategy for the enterprise.

Cleveland/Akron, Ohio Area

Responsible for designing and executing a leadership development strategy for Cleveland Clinic's 2,500+ non-physician leaders. Manage a team of learning and development consultants. Primary responsibilities include: creating and managing learning tracks for all leadership levels (i.e., new leader programs, classroom training, eLearning); designing and facilitating large-scale leadership forums; designing and managing high potential programs (i.e., entry-level, emerging leaders, mid-level leaders); coaching; instructional design; and learning measurement.

Lead the design, development and execution a multi-tiered leadership development strategy for the Cleveland Clinic's 2,500+ non-physician leaders (Supervisor, Manager, Director and Executive). Manage a team of 3 talented learning & development consultants. Current team initiatives include benchmarking, new manager training, serving leader, executive on-boarding, and high potential acceleration.

Drive change as the project manager for key HR initiatives (new on-boarding process, new Career Planning web site, engagement survey). Lead the development and delivery of HR training courses. New courses for 2009 include “New Hire Orientation Session” (2 ½ days), “Building Managerial Capability” (2 ½ days) and “Writing an Effective Self-Assessment” (e-Learning course). Lead HR’s efforts to become a more data-driven support function. Key responsibilities include the development of Workforce Analytics slides and Succession Planning charts (incl. headcount walk, turnover analysis, workforce demographics and retirement eligibility). Additional responsibilities include HR budget administration.

Led the global planning process for one annual operating plan (AOP) cycle and three quarterly estimates. Responsibilities included development of SBU financial targets, preparation of corporate assumptions, consolidation of financial results and preparation of executive reports and Board presentations. Supervised a team of three analysts. Specific areas of focus included work flow management, performance management and associate cross-training.

Prepared peer benchmarking studies and ad hoc analysis focused on key financial metrics. Managed the strategic forecasting process. Partnered with Corporate Strategy to develop a 5-year strategic forecasting tool designed to support long-term corporate profitability objectives. Implemented a new capital budgeting process. Worked with plant controllers and IS to develop a new analytical tool to be used throughout the company. Performed monthly natural gas hedge accounting responsibilities (Oracle).

Two years experience in Enterprise Risk Management. Focused on risk assessment and quantitative risk analysis. Ran a Monte Carlo simulation to quantify the impact of key risk variables on the corporate forecast. Co-led a team that developed a risk assessment tool to be used in the capital allocation process. Developed the "engine" for an attrition forecasting tool used company-wide as part of a corporate workforce management initiative.Completed FirstEnergy's Finance Group Rotation Program. Development program consisting of six, 6-month rotational assignments within the Finance Group. Rotations included Rates, Internal Auditing, Tax, Treasury and Business Planning.

Mba, Finance

Bsba, Finance

Activities and Societies: University Scholars Program WCBA Student Leadership Council Baptist Student Union