Sean Knudsen Email & Phone Number

Greater Chicago Area

Elk Grove Village, Illinois, United States

Greater Chicago Area

Increased hiring efficiency by 43% and created a 63% time-savings for Operations leaders by shifting interviewing to a centralized hiring team and implementing a validated behaviorally-based interviewing processAligned and activated 12 Senior Leadership Teams to the new US Foods operating model, with a 75% NPS, by uncovering data-driven individual- and team-level insight used to establish a custom profile of team effectiveness Increased case-pick-rate by 20% through the introduction of a pre-employment assessment for warehouse selectors, impacting 72 markets

Greater Chicago Area

Accelerated leadership effectiveness of 40 high-potential managers, with a 93% cohort retention rate, 68% promotion rate, and program NPS of 100 by designing and implementing an immersive seven-month HiPO programDesigned and implemented a data-driven hiring and onboarding playbook impacting 13,000 associates developed through the discovery of root-cause drivers of front-line turnover Co-led the cultural integration of 5,000 associates from acquired organization SGA Food Group to align associates to the US Foods operating model, strategic direction, and shared behavioral normsFounder of Young Professionals Employee Resource Group in collaboration with three colleagues with the goal of connecting future and current leaders, aligning to an enterprise-wide diversity and inclusion strategy.

Chicago, Illinois, United States

I partnered with the Youth Workforce Development Program Director to develop a custom agile coaching model and co-designed and implemented a staff training plan.We aimed to evolve staff from counselors to coaches by providing an introduction to the value of developmental personality assessments, how to extract insight from assessment results, and how to apply an agile coaching methodology to turn that insight into meaningful positive change.'Youth Workforce Development programs at Youth Guidance empower youth from under–resourced communities to develop the key life skills they need to connect to meaningful opportunities aligned with their interests and passion.' *from their website

Greater Chicago Area

Increased the likelihood of hiring top performing sales reps by 46% across the North American Sales Team through the design and implementation of a predictive selection model.Elevated the capability of 150 managers by establishing leadership expectations and implementing self-sustaining, on-going development initiatives.Facilitated the cultural integration of 6 organizations over the span of 2 years, calibrating across legacy organizations and aligning to organizational strategy.Influenced the CEO, Chief Commercial Officer, and 20 U.S. sales managers to revise hiring practices by presenting a business case founded in data-driven people decisions.

Greater Chicago Area

Improved the accuracy of people decisions across 900 U.S. employees at every point of the employee lifecycle by establishing and leading a workforce analytics capability.Provided critical employee engagement insight to business leaders across 24 departments and 8 global regions by leading Cision's 'Be Heard @Cision' initiative.Increased the accuracy of engagement forecast by 33% by introducing improved analytics and reporting, providing focused action steps for each business function.Coordinated the development and launch of Cision Values across 6 legacy organizations, providing a foundation for an integrated culture and common basis for people decisions.

Greater Chicago Area

Elevated the capability of 10 leadership teams through Team Coaching interventions (led 2, supported 8) tailored to each team's strengths and centered around their business objectives.Facilitated the development of approximately 50 leaders by sourcing and synthesizing 360 quantitative and qualitative feedback data and building action-focused developmental reports.Determined potential fit of candidates for 10 high level leadership roles by conducting individual assessments and providing selection recommendations and hire profiles. Improved insight delivered to clients by developing a normative data base that was incorporated into the analysis and reporting of 3 of the Firm's primary offerings.

Greater Chicago Area

Audited a global client’s employee selection system and provided recommendations for improving efficiency, diversity, and quality of hires.Analyzed and interpreted human capital metrics to uncover trends and developed reports to provide recommendations for senior leaders.Leveraged data-based insight to make recommendations on a high-potential assessment model.

Managed and analyzed large employee data sets to derive metrics of employee engagement and leadership effectiveness.Generated large scale, client faced employee engagement and leadership effectiveness reports.Worked independently to construct written summaries of leader strengths and development opportunities.

Supported a leadership development initiative through the development and execution of a high potential assessment process for an executive group.Implemented an employee engagement initiative, including administering a survey and analyzing and presenting results with recommendations for action.Teamed with three members of Human Resources to develop an OD vision, strategy and roadmap.

Managed the development of pre-employment assessments for two mechanical engineering positions.Facilitated job analysis group interviews and developed job analysis questionnaires in order to elicit relevant job characteristics.

Developed and administered two surveys aimed at assessing quality of information provided by the College.Analyzed survey results and presented an overview of findings to the Board at the department’s quarterly meeting.

M.A., Industrial Organizational Psychology

B.A., Psychology, Business Administration

Activities and Societies: Delta Omega Nu