Todd Larkin Email & Phone Number

Serve as senior-level Human Resources Business Partner to GATX Operations group, including 2 Vice Presidents, 3 Senior Directors, and 9 railcar and locomotive maintenance facilities across North America (approximately 350 employees), both union and non-union. Lead Operations leadership development program. Lead a team of 6 Human Resources Business Partners.

Greater Chicago Area

Greater Chicago Area

Provide leadership, strategic direction, and management of the human resources function for one of the nation’s leading non-profit, policy research centers with approximately 180 staff across 17 states, Canada, and China. Human resources and operational activities directed include talent acquisition and development, employee relations, compensation, benefits, HRIS, payroll, visa sponsorship, and affirmative action plan compliance. Manage relationships with over 20 vendors and consultants. As a member of the leadership team reporting directly to the Executive Director, manage a team of 5 human resources professionals. Led the following initiatives:• Develop and implement the infrastructure and operations needed to transform Chapin Hall from a University of Chicago research center into an independent, non-profit affiliated with the University, with a focus on the following: developing talent retention strategy; reorganizing administrative/support functions; selecting and implementing HRIS/payroll system; and developing and implementing benefits plans, compensation program, and human resources policies and procedures. Influenced a change management approach throughout organizational transition.• Lead a talent acquisition strategy that has resulted in:o Recruiting and hiring approximately 75 staff per year, which has included increasing Chapin Hall’s leadership by 75% and doubling Chapin Hall’s workforce. o Developing and strengthening partnerships at top graduate programs. o Expanding internship program from 2 to 10 per year.• Advance Chapin Hall’s performance management practices, including:o Shifting to a competency-based approach. Chaired committee that identified and developed the competencies that are key drivers of organizational success.o Developing and implementing 360 performance management process.• Work with Board of Directors to develop the process for setting the annual compensation budget and to shift to a merit-focused compensation program.

Greater Chicago Area

Managed talent acquisition and development, employee relations, compensation, benefits, HRIS, payroll, visa sponsorship, and affirmative action plan compliance. Managed 2 human resources staff.

Greater Chicago Area

Managed the human resources function for one of the nation’s leading university-based child and family public policy research centers. Human resources and operational activities managed include talent acquisition and development, compensation, information management, visa sponsorship, and affirmative action plan compliance. Managed 2 human resources staff.• Partnered with senior leadership to develop research career paths.• Leveraged compensation expertise in instituting a market-based approach to managing compensation program.• Collaborated with both university and internal partners in leading the implementation of the university’s new compensation program and time recording system.

Greater Chicago Area

Participated in planning, developing, implementing and administering the university’s compensation programs. • Played key role in redesigning the university’s compensation program to align it with a market-based approach. Designed nearly half of the new job families, each with clearly defined career paths; helped increase percentage of benchmarked jobs from 15% to nearly 80%.

Bachelor Of Arts (Ba)

Certificate, Strategic Talent Management And Organizational Design

Master Of Arts (Ma)