Silke Mccance Email & Phone Number

Cincinnati, Ohio, Us

Global Skills Manager. Activate skills-based organization by designing P&G's skills strategy and managing the company-wide skills taxonomy. Responsible for skills-related design choices in our HRIS, and designing skills reporting solutions. Also responsible for certifications and mentoring. Redesign P&G’s Onboarding program. Lead global redesign of corporate, business unit, function, region and site onboarding, addressing pain points and leveraging technology advancements, for corporate and manufacturing new and experienced hires. Global leader of P&G’s Leadership Development Center (LDC), P&G’s first ever developmental assessment center. Developed simulation exercises based on a competency framework. The LDC is a holistic approach for developing top talent from all business units and functions to company leadership positions, to deliver outstanding results and competitive advantage for P&G today and in the future. The pre-work assesses participants’ leadership strengths and gaps based on P&G’s Leadership Differentiators (via a 360 degree feedback survey and a personality inventory). Program participants go through a 3-day fully immersive experience in which they engage in realistic simulations, debriefed by P&G senior leaders, along with learning sessions, coaching, and performance feedback. After this event, they are paired with an executive coach to continue to work on their development areas. Design and lead longitudinal study to follow participants after the LDC and measure impact and effectiveness of the program.

Cincinnati, Ohio, Us

Global leader of P&G’s Leadership Development Center (LDC), P&G’s first ever developmental assessment center. Developed simulation exercises based on a competency framework. The LDC is a holistic approach for developing top talent from all business units and functions to company leadership positions, to deliver outstanding results and competitive advantage for P&G today and in the future. The pre-work assesses participants’ leadership strengths and gaps based on P&G’s Leadership Differentiators (via a 360 degree feedback survey and a personality inventory). Then program participants go through a 3-day fully immersive experience in which they engage in realistic simulations, debriefed by P&G senior leaders, along with learning sessions, coaching, and performance feedback. After this event, 70/20/10 Learning Experiences curated specifically for LDC participants support them in building on their leadership strengths, and address their gaps and development areas. Design and lead longitudinal study to follow participants after the LDC and measure impact and effectiveness of the program. Global leader of P&G’s Executive Coaching program. Design relaunch of global executive coaching strategy and program. Select and partner with new vendor to implement a platform to coordinate cadre of internal and external coaches globally, design algorithm to match coaches with coachees, track coaching engagements, and evaluate the effectiveness of all coaching engagements for senior leaders globally.Global Business Process Owner of the job catalog for Workday integration. Lead the development of the framework and attributes of all job profiles globally to enable position database management for P&G. Also serve as the I-O expert on P&G’s Skills Taxonomy Team, developing a company-wide skills framework that defines core and emerging skills and ties skills to individual job profiles in the job catalog.

Cincinnati, Ohio, Us

In addition to my continuing responsibilities below, I took on a business-facing role as the Talent Management Consultant for the Global Grooming organization (Gillette, Venus, Braun, Art of Shaving). In this role, I enabled the Grooming HR strategy via ad hoc data analyses and consulting as business questions came up. I also served as the Annual and Exit Survey Leader for the Global Grooming organization. I personally analyzed quantitative and qualitative data for the Grooming President, prepared a report, educated on results and data insights, and recommended actions. Helped HR Director prepare summary communication for the organization. Supported the Grooming Survey Analyst in further drill-down analyses across the organization as questions arose.

Cincinnati, Ohio, Us

Global leader of P&G’s new Exit Survey program. Led development and global roll-out of standardized exit survey and interview for P&G. Survey delivered digitally to all exiting employees in 25+ languages. Ensured compliance with new data privacy legislation (e.g., GDPR). Built capability of HR stakeholders regarding which analysis strategies to use based on various business questions. Personally responsible for annual analysis and delivery of total company results and recommended actions from the Exit Survey to Chief HR Officer and Senior HR Leadership, including quantitative and qualitative data, and linkage of exit survey to annual survey results. Continuously improved content and standardized reporting suite based on stakeholder feedback. Exit survey and interview insights provided a new and unique set of insights that allowed for data-driven strategies to retain top talent at P&G. I continued my responsibilities as the global leader of P&G’s annual engagement and culture survey program (see below). Under my leadership, survey insights used more than ever before to enable data-based decision making in HR. Survey data presented to more stakeholders than ever, with the analyses more tailored, actionable and crisp than ever before, using data from both the annual and exit surveys as well as other talent data to triangulate issues and recommend actions to leadership.Helped rebuild P&G’s I-O pipeline and led team of 5 I-O PhD employees who worked across the Global Talent Practice. Served as their manager, coach, and mentor.

Cincinnati, Ohio, Us

Global leader of P&G’s annual, global census engagement and culture survey program. The P&G Survey is delivered digitally to all employees across the company (100,000+ employees) in 20+ languages. As part of the thought leadership for the Survey, I drive innovation in the areas of Survey and HR analytics, including advanced quantitative analysis (e.g., factor analysis, structural equation modeling (SEM)/Drivers Analysis, linkage research), qualitative (text) analysis, external benchmarking, and the capabilities provided by our external Survey delivery partner (Perceptyx); and I lead the vision and innovation of our proprietary Survey framework and Employer of Choice/Engagement models through influence of the Chief HR Officer and HR Leadership Teams. A core part of my role is to partner with the Presidents/General Managers/VPs and their HR partners to understand the actions taken from Survey results within their unique business contexts to drive integration, scale and systemization of prescribed solutions that focus HR resources on transformational change that positively impacts the lives of P&G employees. I am personally responsible for the analysis and delivery of results and recommended actions from the Survey to the CEO, Global Leadership Council/Presidents, Chief HR Officer, and Senior HR Leadership. I lead strategic Survey external partnerships with the Mayflower Group, Perceptyx, and Academia (e.g., University of Minnesota, University of South Florida, Baruch College). I manage the Central P&G Survey Team comprised of Industrial-Organizational Psychology and HR Professionals. I lead the strategic partnership of the Central Survey Team with a global network of business partners from 35+ critical organization segments to deliver the Survey, analyze results, create insights, and drive action within each organization. Finally, I also provide continued support of P&G’s external selection and assessment in partnership with the broader I-O psychologist team.

Cincinnati, Ohio, Us

As a new hire, I assumed responsibility of all external selection and assessment tools and systems used globally at P&G, including candidate reactions, job analysis/competency modeling, design, development, deployment, maintenance, training, and legal consultation/audit support. I led the validation and deployment of P&G’s global Technician Selection System assessments (i.e., biographical data, personality, situational judgment, cognitive ability, mechanical ability item types) and interviews, used in hiring all manufacturing operations employees across the globe. I also held global co-ownership of company-wide census engagement and culture survey program. My responsibilities included design, delivery, analysis (e.g., factor analysis, SEM/Drivers Analysis), presentation of results to senior leadership (e.g., CEO, Chief HR Officer, Global Leadership Council/Presidents), vendor management to deliver the survey, and dissemination of survey results through and online reporting dashboard capability.

Interned with an Illinois agency that maintains and monitors a large civil service job classification system for public higher education institutions. Edited, revised, and expanded job classification specifications. Performed job audits/job fit analyses. Developed job analysis surveys; analyzed results from job analyses. Revised and created selection exams; analyzed pre-test and exam results.

Designed and implemented research studies. Supervised, scheduled, and coordinated the work of a total of about 50 undergraduate research assistants. Analyzed data using SPSS, SAS, and Excel. Created manuscripts and submitted ti journals for publication.

Urbana-Champaign, Chicago, And Springfield, Il, Us

Led laboratory sessions for an advanced composition course (20 students) which involved conducting original research about personality psychology in small groups. Administered and graded assignments, quizzes, and papers. Instructed students on how to conduct course-relevant statistical analyses (using SPSS) and how to write APA-style research papers.

Cincinnati, Ohio, Us

Selected as one of six graduate students for a three-day seminar. Developed and presented recommendations to senior HR leaders for implementing online training programs and developing a sustainable virtual learning culture. Received "Innovation" award for offering valuable original ideas at the right time.

Interned with the Selection Team at the Chicago headquarters of Valtera Corporation. Developed and validated work simulation tests. Created, edited, and organized test materials and technical reports. Analyzed job analysis data for a multi-job-family organization. Conducted literature reviews and other research. Worked on a contractual basis in June 2009 and March 2010. Conducted sensitivity review of test items.

Facilitated training, served as an assessor, and acted as assessment center administrator in a program that provided managers and executives opportunities to participate in a developmental assessment center and multi-source feedback intervention. Trained and certified as an assessor and development facilitator; observed assessees during simulation exercises; rated their performance; pooled ratings with other assessors; provided feedback to assessees. Created feedback reports and followed up with assessees after the program. Administrated the assessment center; coordinated all operations during the day. Conducted frame-of-reference assessor training; shadowed trainees.

Conducted structured interviews with job incumbents as part of a large-scale job analysis. Developed competency model and job descriptions for large company. Conducted literature reviews and other research. Created and edited presentations for clients.

Phd, Industrial-Organizational Psychology

M.A. (Diploma), Industrial/Organizational Psychology

B.S. (Pre-Diploma), Psychology

Abitur, English Language And Literature, General