Scott Coolidge Email & Phone Number

South Carolina, United States

Washington D.C. Metro Area

Using the My Next Season methodology, I support C-level and senior executives as they transition from corporate careers oriented around productivity to life seasons anchored in purpose.

Mclean, Va

We provide C-Suite and Board level executive HR advisory services, strategic HR consulting, retained search, and executive leadership and transition coaching services.

Washington D.C. Metro Area

E-Discovery Company (3 month engagement). Partnered with CEO and Transitioning HR Executive to evaluate the current HR strategy, structure, and existing programs/practices for a rapidly growing company (through acquisition) relocating to the metro DC area. Not-For-Profit Higher Ed Program and Technology Organization. Newly hired CEO required an experienced executive to manage the CAO functions (HR, Finance, Facilities) until a permanent, full-time replacement was hired. Consulted with… Show more E-Discovery Company (3 month engagement). Partnered with CEO and Transitioning HR Executive to evaluate the current HR strategy, structure, and existing programs/practices for a rapidly growing company (through acquisition) relocating to the metro DC area. Not-For-Profit Higher Ed Program and Technology Organization. Newly hired CEO required an experienced executive to manage the CAO functions (HR, Finance, Facilities) until a permanent, full-time replacement was hired. Consulted with CEO on strategy, organizational design, leadership coaching and change management issues.Energy related NFP requiring senior executive HR leadership in DC market as organization transitioned to a broader collection of products and services requiring a shift in talent strategy and program offerings. Show less

Mclean, Va

I leveraged an extensive background in senior HR executive and consulting roles to translate business strategies and objectives into practical, effective HR solutions. I worked closely with eight CEOs and a succession of Board members to develop and execute mission critical HR projects in response to ever evolving business environments during the financial crisis. This involved extensive change management, communication, and HR program modifications. I was accountable for developing and… Show more I leveraged an extensive background in senior HR executive and consulting roles to translate business strategies and objectives into practical, effective HR solutions. I worked closely with eight CEOs and a succession of Board members to develop and execute mission critical HR projects in response to ever evolving business environments during the financial crisis. This involved extensive change management, communication, and HR program modifications. I was accountable for developing and executing the HR strategies and programs to attract, retain, motivate, and engage the talent at all levels necessary for Freddie Mac to achieve its complex business objectives. Show less

Mclean, Va

I was the primary liaison to the Compensation Committee of the Board of Directors and the Federal Housing Finance Administration (FHFA) on all Human Resources matters including: strategy, design, communication, and administration of the Executive Management Compensation Program and HR practices.In response to TARP regulations and the external business environment, I was accountable for obtaining the approval of Corporate business scorecards, target incentive pool funding, and assessment… Show more I was the primary liaison to the Compensation Committee of the Board of Directors and the Federal Housing Finance Administration (FHFA) on all Human Resources matters including: strategy, design, communication, and administration of the Executive Management Compensation Program and HR practices.In response to TARP regulations and the external business environment, I was accountable for obtaining the approval of Corporate business scorecards, target incentive pool funding, and assessment of results; approval of placement and compensation packages for new senior executives; severance policies and practices; significant benefit plan modifications; and retention program design and administration.I regularly interfaced with the Chairman of the Compensation Committee on critical and complex HR issues, including compensation philosophy, the potential re-design of the Executive Management Compensation Program and the assessment of corporate performance as it related to short and long-term incentive funding. Designed the first comprehensive retention program initiated immediately after Freddie Mac was placed in conservatorship. Show less

I identified key human capital capability requirements and gaps, resulting in HR initiatives and programs focused on leadership talent reviews, succession planning, performance management, market pricing/compensation management, employee selection, and change management.I provided consultation, project planning, and execution on numerous large-scale reorganizations in the Operations and Technology, Finance, and Investments and Capital Markets divisions, as well as other smaller… Show more I identified key human capital capability requirements and gaps, resulting in HR initiatives and programs focused on leadership talent reviews, succession planning, performance management, market pricing/compensation management, employee selection, and change management.I provided consultation, project planning, and execution on numerous large-scale reorganizations in the Operations and Technology, Finance, and Investments and Capital Markets divisions, as well as other smaller functional areas during a seven year period of continual leadership and business change.My team analyzed results from employee engagement surveys, planned for and mobilized resources to address areas of opportunity for improvement, supported the execution of plans, developed and executed the communication strategies, and monitored employee reaction to our initiatives. Show less

I provided executive leadership to HR Business Partners, Employee Relations, Compensation and Benefits, and Employee Services (Payroll, HRIS). Directed and led the initial Leadership Talent Review process.We created improved organizational capabilities of the HR Business Partner team. I reorganized, recruited effective leaders, and improved the consulting capabilities and effectiveness of the services provided to business leaders.

I created the strategy, design, implementation plan, and administered all executive and non-executive compensation and benefit programs. Ensured all practices were compliant with Sarbanes-Oxley while re-organizing the HR departments to take on new complexity. Initiated a Total Rewards strategy initiative during the evolving business crisis and developed the optimal people strategy to assist the company during both the financial restatement and conservatorship periods at Freddie Mac.

In this leadership role, I led the firm’s executive and employee compensation and Human Capital/Total Rewards practices in the Southeast Region. I managed a staff of approximately 50 consultants and support staff. Generated approximately $20 million in annual revenue. Consulted across numerous industries including financial services, energy, consumer products, pharmaceuticals, and manufacturing. Major clients included Glaxo-Smithkline, Florida Power & Light, Southern Company, Food… Show more In this leadership role, I led the firm’s executive and employee compensation and Human Capital/Total Rewards practices in the Southeast Region. I managed a staff of approximately 50 consultants and support staff. Generated approximately $20 million in annual revenue. Consulted across numerous industries including financial services, energy, consumer products, pharmaceuticals, and manufacturing. Major clients included Glaxo-Smithkline, Florida Power & Light, Southern Company, Food Lion, Republic Industries, BF Goodrich, Sara Lee, Bank of America.Charter member of the firm’s Total Rewards Strategy practice. This practice area was accountable for the intellectual capital development, product/service development, marketing and delivery of services to client. These typically involved complex, multidisciplinary projects designed to create organizational culture change, with corresponding development of Human Capital initiatives and programmatic changes to achieve desired results. Show less

General Manager, Cincinnati, OHI was accountable for the profitable operation of the consulting practice serving the Ohio, Kentucky, and Indiana region. Annual revenue generated of between $6-7 million. Led marketing, client relationship development and management activities, as well as delivery of consulting services to major clients in the region. Responsible for staff recruiting, development, retention, and performance management.Consultant/Senior Consultant | Philadelphia… Show more General Manager, Cincinnati, OHI was accountable for the profitable operation of the consulting practice serving the Ohio, Kentucky, and Indiana region. Annual revenue generated of between $6-7 million. Led marketing, client relationship development and management activities, as well as delivery of consulting services to major clients in the region. Responsible for staff recruiting, development, retention, and performance management.Consultant/Senior Consultant | Philadelphia, PASold and delivered high quality consulting services to clients in the areas of executive compensation, employee compensation, incentive plan design, and performance management. Show less

Greater New York City Area

Employee Relations; Compensation & Benefits Design, Implementation, and Administration; Development of HR Policies & Practices; Restructuring HR Support.

Bachelor’S Degree, Us History

Activities and Societies: Varsity Football, Lowell House

Certificate In Executive Leadership Coaching, Leadership Coaching

Received certificate in Executive Leadership Coaching

Education record