William Shepherd Email and Phone Number
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Will Shepherd is a talent management leader with experience and expertise in succession planning, leadership development, human capital analytics, employment testing and assessment, performance management, and organizational culture. He has worked internally in the financial services, telecommunication, and quick service restaurant industries as well as entrepreneurial start-ups. He also has experience in professional services as a consultant to a wide variety of industries.He currently serves as the Director of Talent and Organizational Effectiveness at Wendy’s where he has been since 2013 in various roles where he has had responsibility for leadership development, executive coaching, organizational culture, and hiring and promotional assessment programs, as well as curriculum development. Before Wendy’s he worked at Huntington National Bank in various talent management leadership roles. Previously he worked for the international human capital consulting company Personnel Decisions International (now a division of Korn Ferry).The Society for Human Resource Management (SHRM) and the Society for Industrial and Organizational Psychology (SIOP) annually co-present the HR Impact Award recognizing best in class evidence-based HR practices. The HR programs Shepherd has led have been recognized with the HR Impact Award in 2015 for his work at Huntington and again in 2020 at Wendy’s. Shepherd has won SIOP’s “Wiley Award for Excellence in Survey Research” four times and SIOP’s “M. Scott Myers Award for Applied Research in the Workplace” twice.Shepherd obtained his doctoral and master’s degree in industrial and organization psychology with a minor in quantitative psychology at Bowling Green State University and bachelor's degree in finance and psychology at the University of Northern Iowa. He is a licensed psychologist in Texas. He has been recognized as a Fellow of both the American Psychological Association and the Society for Industrial and Organizational Psychology. In addition to presenting at various conferences, his research has been published in academic journals such as Journal of Applied Psychology, Academy of Management Journal, and Personnel Psychology. He has served as an adjunct professor at multiple institutions including at The Ohio State University since 2011. He has also contributed as a subject matter expert in stories for a wide variety of media outlets such as National Public Radio and HR Magazine. He previously served as a Board Member of both the Friends of the Columbus Metropolitan Library and Leadership Columbus organizations.
Ge Aerospace
View- Website:
- geaerospace.com
- Employees:
- 107687
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Global Talent Leader, Commercial Engines And ServicesGe AerospaceDublin, Oh, Us
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Executive Integrated Talent Leader, Commercial Engines & ServicesGe Aerospace Feb 2024 - PresentCincinnati, Oh, UsAs a member of the GE Aerospace Global Talent Organization Leadership Team, work closely with the senior business and HR leaders of Commercial Engines & Services to build an inclusive and modern talent operating system that enables the business to acquire, develop, engage and retain the best talent for today and tomorrow.
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Director Of Talent And Organizational EffectivenessThe Wendy'S Company Oct 2013 - Feb 2024Dublin, Ohio, UsTalent Management Systems and Processes - People systems, tools, and processes to assess and improve individual effectiveness including succession planning, executive coaching, Individual Development Planning (IDP) and performance management processes. Employee Engagement & Culture – Responsible for tools and processes to maximize team and organizational engagement and effectiveness including the Voice of Wendy’s employee engagement program (over 4,000 locations and 120,000 participants), cultural onboarding, and new hire onboarding surveys across 20+ countries and 50+ franchisee organizations. Leadership Development – Responsibility for Wendy’s University leadership curriculum including internally developed and vendor content: Leadership Dialogue series, People Manager Essentials, DDI, Situational Leadership, Institute for Management Studies, Unconscious Bias, Corporate Athlete, etc. Talent Assessments – Hiring and development assessments including standardized personality and cognitive ability tests for entry-level, mid-level, and senior-level (Hogan), as well as 360 feedback process, including validation for job-relatedness and legal defensibility.People Research – Conducted research on external perceptions of employment brand proposition; linkages between engagement and business outcomes; analyses of managerial patterns of management on restaurant outcomes.Leadership Competencies – Conducted interviews and focus groups with senior leaders to develop a company-wide leadership competency model; led the change management and communication plan to implement across the enterprise and serve as the hub for all talent management programs. DEI – Developed and implemented an enterprise-wide “Inclusive Mindset” leadership competency and embedded it in all talent management programs. Co-led a “Hiring Done Right” program for leaders to reduce bias in the hiring process. Participated as an active ally and participant in multiple Employee Resource Groups. -
Adjunct FacultyThe Ohio State University Fisher College Of Business Aug 2011 - Dec 2016Columbus, Ohio, UsFor the last several years, I have had the opportunity to teach first-year students in the Master of Human Resource Management program at Ohio State (https://fisher.osu.edu/graduate/mhrm). The courses have included MHR 7320 Fundamentals of Business Excellence, which is an introduction to business practices for the human resource practitioner, and MHR 7302 Markets, Organizations, and Human Resource Management, which focuses on the employment relationship from an economic perspective. -
Director Of Talent And Organizational EffectivenessHuntington National Bank 2009 - 2013Columbus, Ohio, UsOver an eight year period at Huntington had a wide range of roles and talent management responsibilities, including talent acquisition processes, talent development, organizational culture, and employee retention. Led teams of up to 17 employees and managed budgets up to $3 million.SUCCESSION PLANNING / EXECUTIVE DEVELOPMENTDesigned end-to-end succession planning processes; worked directly with the CEO and executive leadership team on multiple levels of succession planning over multiple years with reporting to the Board and federal regulators.Developed “invite only” executive development programs for leaders identified as high-potentials during succession planning which included partnerships with a variety of curriculum providers including Harvard Business Publishing, Wharton, Ohio State, DDI, Human Performance Institute, and Right Management.Designed and delivered a Sky Bank Board of Directors peer and team feedback report detailing strengths and opportunities for improvement, including National Association of Corporate Directors Board training recommendations.Developed an executive coaching program including the design of the coaching process and the identification of qualified external coaches.EMPLOYEE ENGAGEMENT / ORGANIZATIONAL CULTURELed enterprise employee opinion survey program over 5 years. Program surveyed 12,000 employees and had a 90% response rate resulting in over 1,000 customized reports for managers. Action plans were tracked in on-line system. Change management and communication plan was executed before, during, and after the survey administration to help facilitate survey participation and action planning.Management of the exit survey process. -
Director Of Recruitment And DevelopmentHuntington National Bank 2007 - 2009Columbus, Ohio, UsExternal Recruiters - Selected a sub-set of external recruiters and re-negotiated pricing and terms resulting in significant cost savings and increased speed of hire and recruiter accountability.EEO/Affirmative Action - Led group responsible for EEO and AA reporting. Recruiter Utilization – Implemented metrics to track recruiter activity and results in the areas of requisitions, applicant screening, diversity, and hires which resulted in greater accountability for time to hire and inclusion.New Hire Orientation - Developed an in-person "Welcome" session consistent with the external corporate brand that reinforced employees' decision to join the organization by sharing the mission, vision, and values, as well as a virtual on-line version. The programs were highly rated and had senior level endorsement.College Recruiting – Oversaw rotational management trainee program and campus recruiting materials.Relocation – Responsible for the employee relocation process. Developed an RFP to implement a more efficient and cost effective vendor.Responsibility for enterprise performance management. Developed business requirements to move to a technology-based performance management and succession planning system. Created RFP and selected SuccessFactors. Led cross-functional change management and communication process to train all 12,000 employees on new performance management system and processes and 700 employees on new succession planning system and processes. The resulting benefits resulted in greatly enhanced real-time human capital reporting on performance appraisal distributions and successor readiness.
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Director Of Training And Organization DevelopmentHuntington National Bank 2005 - 2007Columbus, Ohio, UsFacilitated the development of Web-Based Training (WBT) programs for content areas including front-line leadership, safe and supportive work environment, and coaching; the WBTs were hosted on the Taleo (previously Learn.com) Learning Management System (LMS). Managed training vendors including SkillSoft, Xcelerate Media, DDI, and Harvard e-learning.Oversaw front-line supervisory training for managers throughout the Huntington footprint, including over 600 field locations. Included DISC behavior inventory to enhance team communication and effectiveness.Served as the Training Performance Team leader for three bank acquisitions which included responsibility for onboarding and training acquired employees.HUMAN CAPITAL METRICS / WORKFORCE ANALYTICSLed longitudinal analyses linking employee engagement to customer service scores and sales metrics. Data was used as part of the overall corporate brand evolution. Conducted longitudinal study tracking employee attitudes towards corporate wellness program and subsequent utilization of program. Conducted longitudinal study tracking new hire attitudes and reactions in their first 90 days and correlated to job performance and turnover. Identified key drivers of employee turnover based on linkage of employee opinion survey data to subsequent turnover. Conducted study of "at risk" employees to identify ways for managers turnover signs.
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Director - Selection SolutionsPersonnel Decisions International 1998 - 2004As part of the Center of Excellence, partnered with consultants across the global footprint Consulted to a wide variety of organizations and industries, including Target, Sears, LensCrafters, International Monetary Fund, Amtrak, AutoNation, American Express, Citibank, Bank of America, Wells Fargo, and General Mills.Developed customized leadership and technical competency models. Delivered leadership development, structured interviewer and 360 feedback training.Designed, validated, and implemented dozens of hiring and promotional tests utilizing personality, cognitive ability, situational judgment, and biographical data. Also developed structured interviews.Served as the Instructional Design architect on a product which mapped the content from the Handbooks to an on-line employee development platform. Won a best new product award for developing an on-line interviewer training tool. Led internal project teams to deliver project results. Exceeded billable hour and revenue development goals.
William Shepherd Skills
William Shepherd Education Details
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Bowling Green State UniversityIndustrial/Organizational Psychology -
Bowling Green State UniversityIndustrial/Organizational Psychology
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University Of Northern IowaPsychology & Finance
Frequently Asked Questions about William Shepherd
What company does William Shepherd work for?
William Shepherd works for Ge Aerospace
What is William Shepherd's role at the current company?
William Shepherd's current role is Global Talent Leader, Commercial Engines and Services.
What is William Shepherd's email address?
William Shepherd's email address is wi****@****ail.com
What is William Shepherd's direct phone number?
William Shepherd's direct phone number is (888) 624*****
What schools did William Shepherd attend?
William Shepherd attended Bowling Green State University, Bowling Green State University, University Of Northern Iowa.
What are some of William Shepherd's interests?
William Shepherd has interest in Education.
What skills is William Shepherd known for?
William Shepherd has skills like Talent Management, Succession Planning, Organizational Development, Performance Management, Employee Engagement, Leadership Development, Training, Organizational Effectiveness, Leadership, Talent Acquisition, Executive Coaching, Coaching.
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