Stephanie Curry Email and Phone Number

Lead the People and Talent Management functions of the organization, including Talent Acquisition, Talent Development, Culture & Engagement, and People Operations (HR Business partnership). Designed and executed Talent and Workforce Planning Strategies for sustainable change in alignment with the overall business plan, strategic direction of the organization, risk management priorities, and company values. Collaborate with executive team and senior leaders to drive culture transformation and succession for the organization through organizational design, development, and change management strategies. Built and developed the Talent Management Function, integrating a Center of Expertise (CoE) model, including Talent Acquisition team, Organizational Effectiveness and Talent Development Functions. Integrated Talent Management and People Operations (HR Business Partners) functions to provide design, execution, and scaling of full-service solutions for attraction, development, and retention throughout the employee lifecycle.

Partnered with GM and Sr. Leadership team in building, executing and advising on strategies for the overall talent effectiveness of the company. Managed all aspects of strategic talent management, people operations and employee relations, including attraction, development and retention of staff. Built and executed recruiting activities and best practices to scale the organization to meet revenue growth initiatives, including revising job descriptions, implementing screening tools, training hiring managers, and compensation reviews. Introduced cognitive and personality diagnostic tool for use in hiring, bench strength and team building exercises; trained hiring managers to utilize data for interviewing.

Managed formal succession planning and organizational talent review process across all business functions. Facilitated New Manager Assimilation for team building and management transitions. Conducted leadership feedback process through 360°s, cognitive and personality assessments. Implemented talent management system and population of data across businesses, harnessing analytics from the systems for purposes of business planning for strategic talent growth. Directed rotational management program recruiting MBA graduates for pipeline of general management.

Designed and implemented Global Talent/Succession Management structure for US, EMEA, and AP. Development talent management strategies and leadership programming, providing consulting and tools for purposes of identifying leadership potential and bench strength. Consulted with executive leadership teams in all tier-one countries regarding analysis of assessment data, and implementation of talent management initiatives. Lead Talent Acquisition team and function for US corporate offices with over 4000 employees, supervising team of recruiting professionals; managing all vendor contracts, sourcing and hiring processes across the full recruiting cycle from role identification to onboarding.

Developed and implemented tools and resources for strategic talent management and training (CPE) initiatives for 100+ clients within accounting firm association, delivering annual revenue goals and negotiating contracts for scaling solutions; Provided consulting for performance management and training best practices, as well as coaching, feedback and succession planning. Provided talent/development-related best-practice solutions in alignment with strategy, Board of Directors and firm leadership. Designed and facilitated annual human resources and learning conferences for clients. Developed and implemented six-tier formal leadership development curriculum with blended learning solutions ranging from emerging leaders through executive levels. Implemented full assessment center for executive leadership program.

Leadership Development, Learning & Development, Talent Management, Diversity & Inclusion:Provided design, development, and program management for formal tiered leadership development programs ranging from Executive Leadership, Women into Leadership, and Emerging Leadership programs. Career Development, Training and Coaching: Conducted formal needs analysis to identify and validate competency gaps and organizational training needs. Implemented and aligned competency models for purposes of hiring, development, assessment, succession and performance. Facilitated leadership assessment center and coaching.