Steinar Hjelle Email & Phone Number

As a SCORE volunteer mentor, I advise small business owners and aspiring entrepreneurs, guide clients in developing business plans and business growth, share my business knowledge, experiences and practical "know how", and inspire business owners to achieve their business ownership dreams. SCORE is an independent national 501(c)(3) nonprofit association dedicated to entrepreneur education and the formation, growth, and success of small business nationwide. The association provides confidential, one-on-one mentoring to help people start and operate successful small businesses. SCORE's web site (www.score.org) contains information vital to existing small business owners and aspiring entrepreneurs. The site includes information about SCORE and its services, frequently asked business questions, practical "how-to" articles, helpful business resources, access to in-person and email mentoring, SCORE chapter locator, inspirational client success stories and information on volunteer opportunities. SCORE is a resource partner of the U.S. Small Business Administration (SBA).

Boise, Idaho, Us

Established and led Talent COE, including talent attraction, acquisition, employee learning, performance management, leadership development, succession planning, employee engagement, executive coaching, assessment and more. Developed talent programs, processes and tools across all locations and subsidiaries. Served as strategic advisor on all talent matters, including market insights, talent landscape, workforce trends and talent solutions. Created succession model, identified high potential talent, strengthened talent benches, and accelerated key talent readiness. Strong Diversity & Inclusion advocate. Functional lead for UKG talent modules implementation.• Developed and executed effective HR strategy that fueled high-performance culture, employee engagement and recognition. • Elevated companywide leadership acumen by delivered Action Learning leadership development program that has built desired behaviors for frontline, mid-level and senior level leaders.• Enhanced company’s Talent Acquisition. Improved talent branding, recruiting, and onboarding. Selected Manpower for the Recruiting Process Outsourcing. Enhance talent attraction with LinkedIn, Indeed, Google Ads, and programmatic advertising. • Implemented the Succession Management process for company’s top positions. This includes emergency backup, successor’s strength and development, metrics and presented to the board.• Designed, developed, and facilitated Employee Listening session CEO and CHRO.• Led external leadership assessment and coaching for high potential Boise Cascade leaders.• Led UKG talent modules implementation including recruiting, onboarding, performance management, and succession.

Satellite Beach, Florida, Us

Established talent management best practices, processes, and tools. Interprets internal or external business issues and recommends talent management solutions. Solved complex problems, took a broad perspective to identify innovative solutions where change is needed. Successful track record in designing and implementing enterprise-wide talent management solutions for attracting, retaining, engaging, and developing top talent. Trusted advisor and coach to the executive team with a passion for awakening the potential in others. Consulting work included:• Developed Employee Value Proposition for better talent branding• Developed Enterprise Talent Review process to improve talent identification and development• Assessed Integrated Talent Management and recommended improvements• Recommend Market opportunities for a talent management software solutions company• Provided Leadership Development solution to strengthen leadership bench strength• Developed a Succession Management model for critical talent• Recommended HR actions for a Merger and Acquisition

Boise, Idaho, Us

I directed a 75-member, geographically dispersed team (spanning 8 countries) to innovate, design and manage compelling employee value proposition. We developed multi-year global HR strategies and established best practices to foster robust talent pipelines, a positive employee experience and achievement of company objectives. I oversaw multiple HR functions, including talent acquisition, executive development, performance management, change leadership, employee learning, employee engagement, employee mobility, executive coaching, mentoring and more. I developed talent programs, processes and tools across all locations and subsidiaries and served as a strategic advisor on all talent matters for this $30 billion, publicly traded technology company.During my tenure, I have:•Developed and executed effective HR strategy that has fueled a high-performance, unified culture.•Implemented a biannual employee engagement survey that has driven team and regional improvements across the globe.•Enhanced the company’s talent acquisition and drove top talent retention to more than 95%.•Initiated the company’s Diversity & Inclusion effort, including strategy, governance and policy.•Elevated the company’s leadership acumen by creating a Leadership Capability Framework that: fostered an Action Learning leadership development program, built desired behaviors and significantly increased annual revenue.•Innovated and implemented a new Succession Management process for the company’s top 250 positions while increasing the “ready now” bench strength by 28%.•Revised the Performance Management process from an annual review to continuous conversations with strength-based feedback.

Boise, Idaho, Us

I led the global HR function and a 400+ member team for 3 months in the CHRO’s absence. I reported to the CEO during this time and monitored HR strategies, plans and performance. I coordinated system-wide HR vision, philosophy and programs while supporting the needs of a diverse, multi-generational workforce.I also served as a strategic partner to the C-Suite and Business Strategy team, providing talent insights and guiding business decisions. I fostered operational excellence through company culture, organizational strategy and mission performance.Most notably, I:•Led executive succession planning and VP calibration initiative with the C-Suite to standardize performance management and ensure company sustainability.•Engaged an executive search firm to source new Board members who have provided valuable financial and technology acumen.•Conducted an assessment of potential CEO successors, with review results and recommendations presented to the Board.

I built and led a 10-member team to influence and optimize the company’s end-to-end talent lifecycle through programs, strategic planning, leadership development, succession planning, change management, cultural change, organizational effectiveness and operations management. I advanced leadership, staff and companywide capabilities while executing business strategies and achieving the organization’s mission and goals. I reported directly to the CEO and CHRO and engaged with Board members and the Compensation Committee.Additionally, I:•Established the Talent Management organization and created a Center of Excellence for leadership development, performance management, succession planning, change management, instructional design and learning technologies.•Led a CEO evaluation and succession planning project that saved the company 6-figures in consulting fees and supported long-term organizational sustainability.•Created a new Change Management model that propelled successful implementation of a major affordability strategy, related projects and company change.•Developed and implemented a Leadership Development program for 500 executives and managers that drove performance improvements and elevated leadership capabilities.•Introduced scalable Succession Planning and Performance Development processes that improved the identification and development of key talent across the organization.

Arlington, Va, Us

I was recruited to this $27 billion publicly traded defense contracting and manufacturing company to deliver direction and strategic leadership across all aspects of talent review, talent development, learning technology and global learning operations. I managed an 8-member team to support 13 core business and functional leaders.I also directed vendor management, budget management, talent development solutions and cross-functional communication. I spearheaded learning rationalization efforts and consulted with functional line leaders to address issues and develop high potential talent. Most notably, I:•Pioneered a Change Management strategy implementation and process improvements by identifying stakeholders, discovering change champions in key functions and educating leadership to foster alignment and buy-in.•Developed efficient Talent Development processes that built and motivated top performing teams as evidenced by reduced turnover, increased employee engagement and business outcomes.•Established and executed new HR processes that elevated efficiency and alignment across HR.•Managed the implementation and use of a new Learning Management System (LMS) that positively impacted training and education outcomes for 67,000 employees.

Hartford, Ct, Us

I led enterprise-wide strategic initiatives from concept to execution and directed all phases of large-scale change and transformation efforts for this publicly traded life insurance company with 600+ employees. I drove PMO functions and created an end-to-end Capability Development process that included business and IT methodologies.

Hartford, Ct, Us

I led operations for the Small Commercial Business segment of this $17 billion, publicly traded investment and insurance company. The segment spanned 3 centers, 600 employees and 1 million policies. I consolidated the business centers, established standards, streamlined business processes, enhanced operational efficiency and significantly reduced costs. I led a 150-member team of top performers to manage the technology business requirements, shared technology services and implementation of all internal and external technology solutions.Additionally, I:•Established a formal Change Management practice that was used companywide.•Designed and executed a Six Sigma initiative to improve problem solving.•Increased the company’s competitive advantage and played a key role in favorable marketplace positioning.•Delivered a 7-figure expense reduction.•Managed 2 reorganization phases to improve efficiency and business alignment.•Designed a Process Based Assessment & Training concept that was recognized with the Brandon-Hall Award.

Armonk, New York, Ny, Us

I oversaw executive development, learning strategies and self-directed learning solutions for global executive and organizational development as a consultant at the headquarters of this $80 billion technology company. I customized solutions to support the leadership framework and designed and implemented personalized executive learning portal structure to deliver timely, targeted learning-by-audience segments.

Norwalk, Ct, Us

I directed all company training, leadership and career development programs and internalized Six Sigma quality training. I also led the company’s largest learning technology projects and delivered immediately adopted products across 28 global businesses.Additionally, I:•Designed, developed and managed one of the most recognized Financial Learning portals (GE Center for Financial Learning) on the web, honored by 100+ major recognitions and awards. •Reduced the training budget by 26% while still satisfying development needs.•Negotiated 3 new strategic alliances and 40% site maintenance cost reductions. •Served on the GE Global Learning Council and was honored with the GE Capital Management Award.

Master Of Business Administration - Mba, Marketing

Bachelor Of Science - Bs, Mathematics And Statistics

Leadership & Strategy