Steinar Hjelle

VP Talent Management and Chief Learning Officer

aca8p6@r.postjobfree.com

Summary

Highly accomplished and seasoned talent management and business executive with expertise in leading

programs, strategic planning, leadership development, performance management, change management,

organizational effectiveness and operational management responsibilities. Repeatedly promoted into senior

leadership roles based on demonstrated proficiency in executing strategies, and motivating top-performing

teams. Decisive leader with repeatable success in leading organizations through critical transitions, identifying

growth opportunities, and implementing change management strategies. Instrumental in talent development,

streamlining business processes, implementing cost control measures, and enhancing operational efficiency.

Specialties:

• Talent Management

• Leadership Development

• Strategy Development & Implementation

• Organizational Effectiveness & Business Analysis

• Operational Management

• Technology Solutions

• Change Management & Process Improvement

• Talent Acquisition & Performance Management

• Program Management & Budgeting

• Human Resources & Employee Relations

• Financial & Operational Infrastructures

• Global Experience

Experience

VP Talent Management and Chief Learning Officer at Group Health Cooperative

2012 - 2013 (1 year)

Advanced leadership, staff and organizational capabilities to enable the organization to execute its strategies,

achieve its mission and business goals. Managed team of 10, reported to CEO and EVP HR.

5 recommendations available upon request

Talent Development and Learning Leader at Raytheon

2008 - 2012 (4 years)

Recruited by VP Talent Management/Chief Learning Officer to provide leadership and direction to all aspects

of professional learning, strategic talent development, talent review, learning technology and global learning

operations. Led vendor management, budget management, talent development solutions, and cross

business/functional communication. Spearheaded learning rationalization efforts. Managed staff of 8

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supporting 6 core businesses and functional leaders.

2 recommendations available upon request

VP, Enterprise Program Management Office (PMO) at Phoenix Wealth Management

2007 - 2008 (1 year)

Maintained sole accountability for enterprise strategic initiatives from concept to execution. Directed all

phases of large-scale change and transformational initiatives. Executive PMO functions and created

end-to-end capability development process including business and IT methodologies.

Vice President at The Hartford Financial Services

2001 - 2007 (6 years)

VP, Field Operations: Promoted to lead all aspects of organizational development, change management,

strategy development/implementation, and process improvement for 3 core centers, 600 employees and 1M

policies. Improved training, communication, succession planning, and best practice sharing between multiple

sites. Key member of leadership team, reporting to President and ongoing presentations to the Chairman.

VP, Field Technology Services: Reported to the CIO, provided oversight and direction to 150 top performers,

responsible for performance management, technology utilization, training, and resource allocation. Optimized

end-user experience and provided shared technical services. Transformed eBusiness organization to support

business needs and enhance employee morale.

3 recommendations available upon request

Global Executive Development/Organizational Leadership Consultant at IBM

2000 - 2001 (1 year)

Maintained responsibility for executive development, learning strategies, and self-directed learning solutions

for global executive and organizational development, which encompassed customizing solutions to support

leadership framework. Designed and implemented personalized executive learning portal framework to

deliver timely, targeted learning by audience segments.

Leader GE Center for Financial Learning at GE Capital

1999 - 2000 (1 year)

Responsible for design, development and day–to-day management one of the most recognized financial

learning portals – GE Center for Financial Learning. Responsibilities included web site strategy, learning

methodologies, branding, content partnership, business development and vendor management.

1 recommendation available upon request

Program Leader GE Center for Leadership and Organizational Excellence at GE Capital - Center for

Leadership and Org Dev

1998 - 1999 (1 year)

Responsible for the development and execution of the global employee integration process - one of GE

Capital’s major initiatives including GE Capital’s largest HR project.

2 recommendations available upon request

Director of Corporate Univerity at GE Capital - GCF

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1997 - 1998 (1 year)

Responsible for all training, talent management, leadership and career development programs. The program

curricula included leadership development, management training, product training, sales training, quality

training and new employee orientation.

Officer and Aviator at Air Force

1982 - 1997 (15 years)

Many ranks and positions including:

-Responsible for the Air Force#s education strategy. Supervised all of the Norwegian Air Force#s educational

institutions (500 employees).

-Commanding officer for all Norwegian air force students and instructors (40 officers) in the US. Responsible

for networking with all military services and US education institutions.

-Section Leader, Air Staff (1990-1993). Managed a $20 million budget.

-Mission Commander/Operations Leader for maritime patrol missions in the North Atlantic as a first line of

detection and defense for NATO forces (1989-1990).

-Tactics Coordinator (1986-1989). Managed 30 officers. Navigation and Communication Leader NATO

Coordination Officer (1986-1987). Aviator (1982-1987)

Patents

Method and system for interactively generating and presenting a specialized learning curriculum

United States Patent 7013325 Issued March 14, 2006

Inventors: Steinar Hjelle, Kaye Vivian

A system and method for providing a specialized learning curriculum to users over a computer network. At

least one server computer associated with a education content provider hosts a learning center web site that

solicits and receives personal information from users relating to the users' interest preferences and

demographic information. Using this information, the server computer generates a specialized learning

curriculum based upon each user's selected interests and other information. The curriculum may include

articles, on-line courses, on-line workshops, interactive games and user activities, and interactive calculation

tools provided by both the education content provider and third party content providers. Upon curriculum

creation, the user may select content items for subsequent display and evaluation. The system also provides a

variety of additional features such as an internal message service, a reminder service, a news service, and a

notes service.

Languages

Norwegian (Native or bilingual proficiency)

English (Native or bilingual proficiency)

German (Elementary proficiency)

Swedish (Professional working proficiency)

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Danish (Professional working proficiency)

Skills & Expertise

Talent Development

Team Leadership

Change Management

Organizational Development

Process Improvement

Organizational Effectiveness

Organizational Change

Operations Management

Business Analysis

Six Sigma

Technology Solutions

Talent Management

Strategic Planning

HR Strategy

Program Management

Cross-functional Team Leadership

Continuous Improvement

Business Process Improvement

Team Management

Vendor Management

People Management

Human Capital Management

E-learning

Executive Coaching

E-Learning

Leadership Development

Management

Personnel Management

Employee Relations

Human Resources

Training

Talent Acquisition

Leadership

Management Consulting

Succession Planning

Team Building

Business Development

Strategy

Employee Benefits

Employee Engagement

Policy

Organizational Design

Staff Development

Workforce Planning

Onboarding

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Management Development

Executive Development

Culture Change

Workshop Facilitation

Deferred Compensation

Certifications

Six Sigma Black Belt

October 1998

Six Sigma Black Belt Trainer

GE September 1998

Raytheon Six Sigma Specialist

Raytheon August 2009

GE Change Management Trainer

August 1998

Education

BI Norwegian Business School

MBA, International Marketing and Strategy

Norwegian Air Force Academy

BA, Mathematics/Statistics

USAF Air Command and Staff College

Leadership, Strategy and Leadership

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Steinar Hjelle

VP Talent Management and Chief Learning Officer

aca8p6@r.postjobfree.com

13 people have recommended Steinar

"Steinar is a visionary Talent Management leader who leverages his extensive experience and industry best

practices to move his vision forward. He has a knack for bringing the right people together to get the right

work done for the benefit of the organization. I had the pleasure of working for Steinar at Group Health and I

appreciated how he valued and relied on the expertise and opinions of the team and how he enabled everyone

to learn and excel. I would strongly recommend Steinar to any organization."

Nancy Bromberg, Manager Talent Management Operations Human Resources, Group Health

Cooperative, reported to Steinar at Group Health Cooperative

"I have had the pleasure of working with Steinar at both Raytheon and Group Health. Steinar is a seasoned

Talent Management executive who has the ability to set the vision and strategy for an organization and ensure

that results are delivered that benefit the business. He builds strong teams that deliver on commitments.

Steinar would be an asset to any organization wanting to move its talent management initiatives forward."

Lynn Schmidt, PhD, ACC, Talent Management Leader, Group Health Cooperative, worked directly

with Steinar at Group Health Cooperative

"Steinar is a seasoned professional that knows how to bring a talent management vision to life with his

innovative ideas and understanding of industry best practices. He demonstrates the leadership qualities he

promotes, and brings out the best in his employees. It's a pleasure working with Steinar."

Karen Byorth, Sr. Instructional Design Technical Consultant, Group Health Cooperative, reported to

Steinar at Group Health Cooperative

"I recommend Steinar as a highly effective organizational development executive, who quickly assessed

needs and created an integrated talent management strategy for Group Health. This strategy enables the

organization to define and develop the leadership capabilities that are needed to achieve strategic outcomes.

As my supervisor, Steinar has been a great mentor and coach and I value his ability to hire competent

professionals and build a high-performing team."

Thomas Nielsen, Senior Talent Development & Learning Consultant, Group Health

Cooperative, reported to Steinar at Group Health Cooperative

"Steinar has made a huge difference in the work we do at Group Health. He helped us to focus on the

important work of getting the organization on track to achieve results. Steinar is willing to question why and

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helped us see when the work we were doing was not going to get us there. Steinar is responsive and has been

a great leader at a time of huge change for the organization. I would highly recommend Steinar. He gets the

right work done at the right time."

Terene Allred, Training and Development Business Systems Analyst, Group Health Cooperative, worked

indirectly for Steinar at Group Health Cooperative

"Steinar consistently leverages cross-industry best practice thinking and his extensive network which

separates him from peers. He is a visionary due to his ability to enrich an organization by stretching teams to

be innovative with focus on strategic business goals and objectives. Steinar has a unique capability to

motivate others to consider "out of the box" approaches to problem-solving, especially related to process

integration and state-of-the-art technologies. It is a real pleasure to work and learn from him!"

Cynthia Tracy, Global Talent and Leadership Development, Learning, and Knowledge

Management, Raytheon, worked directly with Steinar at Raytheon

"Steinar is a valued colleague and a leader who has earned respect and trust. His ideas and approaches are

well reasoned and well planned, and he follows through on his commitments. He has a passion for talent

development, and a keen understanding of the value of creativity blended with process. As a team leader he

provides timely feedback and support to his team."

Paul Benton, Engineering Learning Lead and Six Sigma Expert, Raytheon, reported to Steinar at

Raytheon

"While serving as Vice President at The Hartford, I found Steiner very easy to talk to. He always had an open

door policy and valued feedback and honesty without employees fearing repercussions. He was very

objective and able to step back and make rational decisions, based on fact. He also valued employee opinions

and always addressed concerns honestly and directly."

Jocelyn DeMaio, Service Desk Coordinator, Agency Interface Services, The Hartford Financial Services

Group, worked indirectly for Steinar at The Hartford Financial Services

"Steinar's leadership exemplifies the faith and trust he holds in his staff. He demonstrates respect, integrity

and inclusion. He can be counted on to balance practicality against theory and challenge against opportunity.

His managment style brings out the best in his employees and fosters valuable teamwork."

Pat Porell, Project Manager, The Hartford, reported to Steinar at The Hartford Financial Services

"I have worked with Steinar for over five years. He is an inspirational leader and problem solver with sharp

insight and a kind manner. He easily gains the trust and respect of his co-workers. He is an innovative thinker

who can see possibilities and opportunities in new ideas...and, as importantly, will act on them."

Kaye Vivian, Director, Strategic Intelligence, The Hartford, worked with Steinar at The Hartford

Financial Services

"Steinar was an outstanding leader in this role, and we worked closely together to plan and develop the Center

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for Financial Learning. He displayed strong interpersonal skills and depth in the learning field. He also

applied Six Sigma principles successfully in a new way--for developing a web site concept. Steinar has a gift

for motivating people."

Kaye Vivian, Director, Internet Communications, GE Financial Assurance (now Genworth), worked

directly with Steinar at GE Capital

"When I think of the ideal leader, Steinar Hjelle quickly comes to the top of the list. Steinar is the type of

leader that allows his people to excel, and in fact, provides the opportunities for them to grow and develop.

Steinar is one that has always accomplished the objectives both given to him and that he has decided to

accomplish. He is one that is well regarded by all those that come into contact with him and is often sought

out for his knowledge and expertise. I know that my career has benefited from being able to work with

Steinar and it is with gladness that I give him my highest recommendation and endorsement."

Maurice Matsumori, HRLP, GE Capital, worked indirectly for Steinar at GE Capital - Center for

Leadership and Org Dev

"Steinar is a very smart and team spirit colleague. He did a very good job working as a programme Manager

in the center for excellence within GE Capital. I miss sometimes working with people like him."

Gerard SOYER, Senior Program Manager, GENERAL ELECTRIC Capital Corporate USA, worked

directly with Steinar at GE Capital - Center for Leadership and Org Dev

Contact Steinar on LinkedIn

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