Stan Cox Email & Phone Number

Use a systematic approach to:o Optimize and strategically integrate talent management processes (Performance Management, Leadership Development, etc.) to create transformational change. Provide a full array of competency management solutions that:o Develop competency models that are strategy specifico Build transformational competencies that drive significant strategic change o Customize competencies to the businesso Use competencies in talent systems (e.g., Talent Acquisition, etc.)o Develop competencies for competition critical groupso Strengthen competencies that create competitive advantage

Novato, Ca, Us

Key to design of leadership development pipeline strengthening employee engagement. Vital to launch of company Career Management site with jobs families to provide engaging work. Transformational change efforts led to 50’s ratings in “Fortune’s 100 Best Companies to Work For” for three years in a row. Did best practice assessments to review and optimize performance of 14 talent management areas (e.g., Succession Management, etc.). Assessed and built progression plans for 6 talent areas. Plan templates available for all core talent areas. Led an executive assessment, coaching, and development program. Designed multi-rater surveys, and integrated succession management, leadership development, and 4 other talent areas. Formed and aligned competencies at Allianz Life, Fireman’s Fund, and Allianz Global to drive strategies Integrate talent areas, and bolster competition critical roles. Competency efforts increased impacts of 150,000 employees globally.Led design of a simple, usable change management guide to ensure successful change. The brand launch team used this guide to go from brand confusion to 98% of those trained saying “I can be an advocate of the brand.”Talent Managemento Systematically Upgraded Talent Areaso Used Talent Management to Optimize Performanceo Created Talent Area Synergies (e.g., Compensation & Performance Management)o Designed and Upgraded Leadership Development SystemsOrganization Effectiveness O.E.o Designed solutions to integrate and drive performanceo Optimized Competition Critical Talento Provided Change Management Resources and Guideso Bolstered Employee Engagement and Relationso Developed Organization Development O.D. Solutionso Fostered Transformational ChangeCompetency Managemento Designed Strategy Driving Competencieso Added and Integrated Competencies to Systemso Developed and Implemented Competency Infrastructureso Designed Competencies to Drive Competitive Advantage

Practice Area leader in the marketing, analysis, design, and execution of a company-wide competency contract for Wal-Mart. Combined global input to build multi-level core and functional competencies that drove strategic business success globally across talent areas from C Suite to entry level. Landed and implemented the largest competency development contract (1.2 Million) in PDI Ninth House history. Facilitated creation of a competency model for Google to improve performance, as well as, increase its customer penetration and thought leadership based competitive advantages. Managed the global development, standardization, and pricing of a flexible suite of competency products and services from low cost standardized competencies to high-end, customized competencies designed to drive competition critical and strategic performance. Competency Management:o Design competencies to work in and across multiple talent areaso Designed competencies to drive strategic, cultural, and transformational changeo Built infrastructure for Competency-based Talent Managemento Integrated Competencies into Job Profileso Integrated Competencies into Performance AssessmentOrganization Effectivenesso Developed Competencies to Drive the Strategyo Used Competencies to Drive Competition Critical performanceo Customized Competencies for key Groupso Designed Competition Critical Competencieso Provided Change Management Resourceso Led Projectso Drove Business ImpactUse Competency Management in and Across Systems:o Performance Managemento Succession Managemento Learning & Development o Leadership Developmento Talent Acquisitiono Career Managemento CompensationPartial Client List: Google, Wal-Mart, Saudi Aramco, Dow Chemical, Freddie Mac, Grinaker LTA, National Commercial Bank, Shell Oil, Spartan Stores, Unilever, etc.

Battle Creek, Michigan, Us

Led numerous projects designed to drive transformational global change, as well as, regain US cereal market leadership back from General Mills. (see below). Led, with President of Southeast Asia, design of competencies, systems, and tools to assess, orient, develop, mentor, deploy, retain, and optimize success in the key Counry Manager/Business Unit Leader Talent Pool. After launch margins increased globally and new manager success rates improved from 50% to 90%. Oversaw design and execution of General Manager, Foundations of Leadership, Front Line Leader, and Employee Development training programs. Custom fit programs to audiences; used high level experts, organization effectiveness professionals, and senior leaders to ensure sponsorship, relevance, buy-in, and mastery of targeted capabilities. Brought in to re-design and re-launch a botched global multi-rater leadership assessment and development process that assessed leaders against Kellogg competencies and built development plans that significantly strengthened performance. Competition Critical Initiativeso Led initiatives that drove transformational changeo Optimized Country Manager/Business Unit Leader performance and marginso Revitalized Marketing capabilities and marginso Improved global leadership effectivenesso Formed Competition Critical competenciesOrganization Effectivenesso Organization Designo Annual Global Leadership Assessmento Employee Engagemento Strategy Developmento Employee Relationso Mentoring and Coachingo Organization Development O,D.Talent Management Systems & Synergieso Performance Managemento Career Managemento Compensationo Leadership Developmento Learning & Developmento Succession Managemento Change Management

Masters Of Science, Human Resource Management

Bachelors Of Science (B.S.), Industrial & Organizational Psychology