Tina Teodorescu Email & Phone Number

Boston, MA, US

San Francisco, California, US

Advising the leadership team on current and future product roadmaps, employee experience, and content.

We help fast growth companies build, support, and sustain the talent they need to execute their business strategy.As the Principal Consultant and Founder, I bring over 25 years of experience in performance optimization, talent development, and organizational leadership as a former Chief People Officer (CPO) and business owner. My expertise includes.

Providence, RI, US

As The Chief People Officer (CPO) at KLR, I reported to the CEO and board and was the Business Partner to the C Suite and Partnership Group. I was responsible for developing and executing the Firm's people strategy in support of the organization's overall business plan and strategic direction. This includes talent management, change management.

Chicago, IL, US

I partner with leadership to link business objectives and strategy to talent strategies and outcomes. ▶ SNAPSHOTMERGERS AND ACQUISITIONS:- Completed all HR due diligence for the combination between The MFA Companies and Bakertilly- Led the people and talent integration after the acquisition of The MFA Companies and Bakertilly to ensure that all MFA.

• ▶ SNAPSHOTRedesigned talent vision, strategy and operating procedures to align with MFA’s rebrand from a small, regional CPA firm to a fast-growth, national advisory firm. Oversee the complete employee life cycle.
• Drove hire rate from 70% to 7% by building brand awareness and a strong EVP: highly collaborative, fast-paced working culture that values learning, offers opportunities for growth and provides flexibility.
• Tripled employee counts (20% growth YoY) without diluting MFA’s brand and unique culture while maintaining a 5.5% regrettable voluntary turnover rate (industry average 15%). Overhauled HR infrastructure to scale.
• Saved over $1 million a year in recruiting and benefit costs by building a part-time and intern talent pool, which differentiated MFA, attracted top talent and created a feeder pool for full-time staff roles.
• Led large-scale culture change in close partnership with the CEO and Head of Marketing, overcoming objections and garnering buy-in from skeptical people by targeting early adopters of the new culture to influence peers.
• Constructed an industry-leading talent development program with a triple focus:✓ SUCCESSION PLANNING: Increased internal promotion rate from 5-10% at director and above levels.✓ ONBOARDING: Cut time to competence from.

I took this time after Zipcar was acquired to re-charge and focus on my family and health.

Boston, Massachusetts, US

• Built a global talent management program tailored to individual geographies to improve productivity, retention and engagement while supporting business expansion, mergers and acquisitions. Created a goal setting and.
• Reduced time to competence from 6 months to 90 days by formalizing an onboarding practice.
• Delivered a large-scale, global succession planning and leadership pipeline development program that:✓ More than doubled the internal hire rate from 9% to 25% from manager up to C-level in a short time.✓ Reduced.

Canton, MA, US

• SNAPSHOTCreated – from the ground up – an integrated leadership, succession and performance management program to position Tufts to exceed business goals. Developed a custom leadership behavior model, a 360-degree.
• Increased annual retention of HIPOS from 57% to 100% at manager, director, and VP levels, creating an approximate cost savings of $600K that had been spent on replacement, onboarding and training.
• Multiplied the bench strength from less than 10% to over 80% of roles having a ready successor.
• Grew internal promotion rate from 5% to 10% at director and above levels.
• Cut time to competence in half, from 6 months to 90 days.
• Incorporated a large-scale diversity & inclusion initiative to identify, attract and fast track development of diverse talent from entry-level and middle management roles to director level and above.

Partner with leaders to build, support, and sustain systems to replicate top sales performance by building hiring profiles, tools, resources, and models for compensation, incentives, training, development and competence.

Master'S Degree, Applied Behavior Analysis With Focus On Organizational Behavior Management

Bachelor'S Degree, Major: Psychology; Minor: Sociology