Development Management

Rudy Iglowski

*** ******* ******

Houston, Texas 77006

281-***-**** (mobile)

http://www.linkedin.com/in/r

udyiglowski/

Profile Key Experience Profes

Human resource development Human

Specializing in

leader with 20+ years of Manag

designing,

experience in building and Develo

developing,

delivering customized talent implementing, and

management, leadership evaluating Human Joined

development & organizational Resource 2013

Development

practices that include: Nation

organizational awareness USA /

(culture)

strategic alignment Qualifi

change management M.A. O

leadership skill development Comm

team effectiveness Univer

organizational

communication practices B.A. H

employee career Provid

development

Profes

feedback / goal setting

Regist

HR policy development

Develo

employee relations

(RODC

talent acquisition

Develo

incentive compensation

distance learning

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June, 2013

E xperience with Atkins Global (2013 - present)

Senior Consultant - Talent Development & Organizational Effectiveness

• Provide a career development framework for early, mid, and senior level staff that support career aspirations for

P roject Management, Technical, or Business Management career tracks.

• Facilitate employee engagement initiatives in team building, line manager leadership skill development, and

setting performance & development goals (PDR) in order to promote employee satisfaction and retention.

Experience with McDermott In ternational (2011 – 2013)

Talent Management Business Partner

• D rive the succession planning and development process for the Global Services Group which includes Project

M anagement & Controls, HSES, Marine; and Corporate Divisions which include Finance and Legal.

• Led a comprehensive effort to re-design/implement a Career Development process to leverage high-potential talent,

i mprove p roject team effectiveness and increase retention for intact Project teams in the Atlantic division.

• Designed and implemented a Mentoring strategy and related tactical support materials to advance Global

Development for accelerated candidates in the Atlantic, Middle East, and Asia Pacific divisions.

Experience with First Command Financial (2011)

Di rector – Leadership and Organizational Development

• Led the design and execution of enterprise-wide Leadership Development strategy. Highlights include: executive

buy-in, 18-month phased-in schedule, custom-built curriculum, and successful Phase I & 2 launch.

• Re-designed the Performance Management Review process to include: linkage/line-of-sight to business goals,

competency-based leadership criteria, full-service QRG for leaders, and JIT training & development support.

Experience with Kiewit Energy (2007 – 2009)

Di rector – Human Resources and Organizational Development

• Led the Human Resource and OD function for 450 US and Western Canada employees. Managed a staff of 8.

Delivered full-service human resource support for federal compliance and reporting, policy development, safety

t raining & administration, employee relations, talent acquisition, compensation, and performance management.

• Spearheaded the implementation of key district employee engagement and development initiatives.

• Led all phases of the employee engagement initiative. Achieved 95% employee response to the on-line

satisfaction survey. Championed change by addressing high-impact engagement issues like management

communication practices, employee career development, and feedback/goal setting.

• Partnered with senior line-of-business managers to identify high potential talent and build development

p lans for 45 future leaders. Utilized distance learning and stretch-assignments to facilitate development.

Experience with Conoco Phillips / Burlington Resources (2001 – 2006)

Di rector – Human Resources and Organizational Development

• Led the design and implementation of ConocoPhillips’ week-long Global Advanced Leadership Conference for 50

senior managers world-wide. Utilized a blended learning approach to accelerate learning and advance the goals of

cultural awareness, change, strategic alignment, leadership skill development, and team effectiveness.

• As requested by the Board of Directors designed and implemented a rigorous, competency-based succession and

development planning process for the top sixty positions at Burlington Resources. Targeted development over a three-

year period produced 13 ready-now, 25 ready near-term and 20 ready longer-term successors.

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J une, 2013

• C reated an enterprise-wide learning and leadership development strategy aligned with Burlington Resources’

value creation strategy.

• I mplemented an e-learning program to provide training to all employees on-demand. Reduced training

costs by 12% over a three year period. On-line modules included performance management, leadership,

operations and project management.

• Designed and implemented a leadership development program including 360 0 feedback to reinforce the

company’s core values, and build the capability of 150 mid- and senior-level managers.

E xperience with F leet Mor tgage Group / Fleet Boston Financial (1994 - 2001)

V ice President - Management & Organizational Development

• Led the FMG sales and loan servicing training staff of 18. Designed and implemented a wide-range of technical

and customer-focused training programs to support the achievement of business unit objectives.

• D irected the annual Organization and Management Review process. Facilitated review sessions with company

officers to identify and address human resource issues including succession, staffing and organizational design.

• Designed and managed FMG University to address the leadership development needs of the top 250 leaders and

enable them to effectively manage organizational change initiatives.

• C reated an e-learning strategy to drive sales automation training for 350 loan officers. Reduced training cost by

18% and realized a 12-15% productivity gain due to accelerated loan officer proficiency.

Experience with KeyCorp Financial (1987 - 1994)

V ice President - Management & Organizational Development

• D esigned and implemented a leadership curriculum for 500 managers to support the company’s

strategy of developing a sustainable competitive advantage through superior human resources with

w ell-defined skills.

• D irected KeyCorp’s General Management Associate program. Over a five year period, recruited, selected, trained

and placed over 120 management associates into leadership roles across the company. By actively managing the

employee life cycle, experienced a voluntary attrition rate under 5%.

• Facilitated performance management skill building workshops for 500 managers to support the acquisition of two

new companies by standardizing the performance planning, review, and appraisal process.

• Collaborated with executives from three major lines of business – Consumer, Commercial, and Trust, to identify

core competencies and build career planning and development guides for employees.

Certification and T raining

Executive Development (PDI Profilor, Career Architect)

Situational Leadership (Paul Hersey – Center for Leadership Studies)

Leadership Through People Skills (Psychological Associates)

Change Management (ODR – Managing at the Speed of Change)

Creative Problem Solving (Bill Gordon – Synectics)

Communication Style Inventories (I-Speak, DISC, Myers Briggs, Johari Window)

Career Planning and Development (Blessing White – MPG, JumpStart)

Interviewing Skills (DDI – Targeted Selection)

Conflict Management (Thomas-Kilman Model)

Human Interaction Lab & Consultation Skills Lab (NTL)

Organizational Effectiveness

TQM & Productivity Improvement Methods (3M, Ford Motor Co.)

Team Building (Lewin’s Action Research Model, Psychological Associates)

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June, 2013

Competency Development (Success Factors – Executive, Managerial, Supervisory)

Succession Planning (SuccessionPlus, PeopleSoft)

Performance PathFinder (PerforMax – Large scale system analysis)

Organizational Ideology (Roger Har rison Model – Power, Role, Task, Self)

General Human Resource Practices

Employee Engagement Surveys and Focus Groups

Hay Method for Executive/Incentive Compensation

HRIS/PeopleSoft Succession and Employee Development Tracking

Federal Government Compliance Practices (OFCCP, EEO, AA, etc.)

Outplacement Coaching and Counseling (DBM)

Custom Design Seminars

Executive Feedback and Coaching

Techniques for Effectively Managing Employee Performance

P rocess for Identifying – Mission, Vision, Values

Interdisciplinary Team Problem Solving

Managing By Walking Around

High Potential Leadership Development

Personal Excellence for Service Quality

Power to See Ourselves

Professional Speaking Engagements

Hanson Wade – Global Oil & Gas Human Capital Summit – June 24-27, 2013 – Houston, TX

Topic: New Ways to Leverage Career Development and Employee Engagement to Improve Retention

Marcus Evans E-Learning Conference – February 10-12, 2003 – Atlanta, GA

Topic: Launching a Corporate University and Leveraging E-Learning

Mortgage Bankers Association Conference – April 23-24, 1998 – Orlando, FL

Topic: Employee Development and the Bottom Line

60th A nnual American Management Association HR Conference – April 26-28, 1989 – Nashville, TN

Topic: Building Commitment for Management Development

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June, 2013

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