Management Human Resources

JOSEPH S. JOHNSON . . . DRIVING BUSINESS RESULTS BY ALIGNED HUMAN CAPITAL

Mobile: 781-***-**** ************@*****.***

https://www.linkedin.com/in/joe-johnson-332142

CAREER AT A GLANCE

1996

2003

2008

2010

2013

2015

2016

Nextwave Enterprises

Director of Operations

PA Consulting

Chief Operating Officer

Manpower/Right Management

EDS

SVP of CRM/BPO Business Unit

IBM Global Business Solutions

Associate Partner

Cambridge Technology Partners

Chief People Officer -Breakway

SVP Northeast Operations

CAREER AT A GLANCE

Speaking Personally . . .

Q. How has your international experience shaped the way you manage your business today?

A. Managing in a variety of global locations forces one to look at management competencies in a completely new light. What makes for success in one location, may often lead to failure in another. To be successful, you must challenge your thinking and management style every day, and develop a systematic approach for ensuring that programs and HR strategies can be applied based upon culture and laws. Getting people to understand targets and metrics early on is key to success. I have learned much about listening and being open to new ways of thinking, as every culture approaches problem- solving differently.

Q. How can HR be a strategic business contributor to any company?

A. HR must understand the business environment based upon the company’s financial goals. Measuring performance must tie directly to business outcomes, strategic and tactical -business first, HR second. When HR leverages data and trend analysis they are able to quantifying how the organization and people need to move towards a common goal, and what tools and initiatives are best suited for success.

Q. How do you describe your leadership style?

A. Collaborative. I believe strongly in the team, and creating an atmosphere of trust amongst the team members. Trust is the most important aspect of a high performing team. When there is trust amongst the members, people more readily express their opinions, and ideas, and are open to dialogue. However, I also am driven by the need to ensure that decisions are made in the best interests of the organization, so being decisive and understanding the team’s strengths and gaps are critical to making timely and appropriate decisions to benefit the company. ROI Driven Leader. Human Resources

executive known for achieving results

other believed were impossible, utilizing

analytics and data to create “business

results first” HR outcomes. This creates

lasting partnerships with line

organizations. Seen as trusted business

adviser who is focused on helping the

organization achieve success. Aligns

desired business outcomes by ensuring

companies hire, promote and reward the

right person for the right job. Agile, fast

learner, able to make immediate impact

on the business.

Delivering Measurable Results

Through Strategic HR

REDUCED

Hiring cycle times and third party spend

by over 60% through improved analytics

Increased

Revenues by 32% by developing new

branding strategy, attracting, assessing,

onboarding and mentoring new sales

people

Lowered

Turn-over and attrition from 44% to 12% in

under 18 months

LED

Complex global labor negotiations,

resolving work group issues, and reducing

healthcare costs.

JOSEPH S. JOHNSON . . . DRIVING BUSINESS RESULTS BY ALIGNED HUMAN CAPITAL

Mobile: 781-***-**** ************@*****.***

https://www.linkedin.com/in/joe-johnson-332142

GLOBALLY EXPERIENCED HUMAN RESOURCES LEADER, SYSTEMS THINKER ABLE TO BUILD ORGANIZATIONS THROUGH STRONG WORKFORCE MANAGEMENT STRATEGIES. EXCELLENT UNDERSTANDING AND ALIGNMENT OF STRATEGIC, OPERATIONAL AND ORGANIZATIONAL PROCESSES. INFLUENTIAL AGENT OF GROWTH AND CHANGE, WITH A COLLABORATIVE YET DECISIVE

“BUSINESS FIRST, HR SECOND “LEADERSHIP STYLE. HAVE BROUGHT FOUR COMPANIES PUBLIC STARTING EACH WITH FEWER THAN 50 EMPLOYEES, AND GROWING TO AS MANY AS 17,200 FTES. HAVE SUCCESSFULLY ENSURED THAT ACQUISITIONS DELIVERED TIMELY SHAREHOLDER RETURNS THROUGH INNOVATIVE CHANGE MANAGEMENT PROCESSES. DIRECT MANAGEMENT EXPERIENCE IN COMPLEX GLOBALLY MATRIXED ORGANIZATIONS IN EMEA, UK, SOUTH AMERICA, AND APAC. ACHIEVED RESULTS OTHERS BELIEVED TO BE IMPOSSIBLE BY WORKING COLLABORATIVELY WITH DIVERSE LEADERS ACROSS THE ENTERPRISE.

DELIVERING A RECORD OF RESULTS THROUGH HR & OPERATIONAL EXCELLENCE

IMPROVED CUSTOMER SATISFACTION RATINGS BY MORE THAN 30% THROUGH RESTRUCTURING SERVICE ORGANIZATION

REDUCED DIVISIONAL TURN-OVER FROM 44% TO 8% IN LESS THAN 2 YEARS

CHANGE MANAGEMENT EXPERT, HAVING LED MANY INTERNATIONAL TRANSFORMATION AND CHANGE PROGRAMS

LED 15+ SUCCESSFUL MERGER INTEGRATIONS TOTALING >$30 BILLION FROM DUE DILIGENCE TO FINAL INTEGRATION

IMPROVED BOTTOM LINE BY $6.2 MILLION THROUGH A TIERED SOURCING STRATEGY EXPERTISE THAT DELIVERS BREAKTHROUGH PERFORMANCE

ANALYTICS

ASSESSMENT

CHANGE MANAGEMENT

COMPENSATION

EXECUTIVE COACHING

GOVERNANCE AND

COMPLIANCE

HRIS

HUMAN RESOURCES STRATEGY

LEADERSHIP DEVELOPMENT

MERGERS & ACQUISITION

ORGANIZATIONAL STRATEGY

PERFORMANCE MANAGEMENT

STRATEGIC WORKFORCE

PLANNING

TALENT ACQUISITION

TALENT MANAGEMENT

COMBINING STRATEGIC BUSINESS ACUMEN WITH STRONG ANALYTICAL CAPABILITY TO CREATE HUMAN RESOURCE STRATEGIES AND INITIATIVES THAT PRODUCE BOTTOM-LINE RESULTS

TALENT ACQUISITION

Improved hiring assessment tools, re-engineered interviewing process, and achieved a better job/person alignment and the virtual elimination of 90-day turn-over

On a recent assignment, I was the first full time HR staff member in the company’s 8-year history. Recruited and grew the HR team to 5 professionals focused on various HR disciplines that included recruiting, compensation, retention and governance. I reduced average Req to Hire cycle from 86 days to 28 while steadily reducing operating costs. Grew company from 138 employees to 973 (fixed and virtual) in 14 months.

Leveraging data analytics, pinpointed gaps in talent acquisition, changed and improved end to end process and reduced 3rd party spend by $1,500,000 in first year

Restructured and expanded internal recruiting organization to support the expansion of the global enterprise service and sales organization adding >1200 hires organically in less than 7 months with a resulting revenue increase of 74%

Launched and managed global recruiting programs in: Venezuela, Colombia, Peru, Brazil, France, Germany, Ireland, Holland, Belgium, Poland, Japan, Australia and South Africa

Redesigned the sales on-boarding process to drive greater sales productivity in a shorter cycle JOSEPH S. JOHNSON . . . DRIVING BUSINESS RESULTS BY ALIGNED HUMAN CAPITAL

Mobile: 781-***-**** ************@*****.***

https://www.linkedin.com/in/joe-johnson-332142

time. This improvement resulted in a 27% increase in Gross revenues in an 8-month period, and a reduction in 90-day turn-over from 38% to 4% in same period. Talent and Performance Management

Launched a formalized operations performance management system, introduced business oriented KPI’s, merit pay, and market based compensation structure. Trained managers on conducting reviews and providing feedback

Through a well-coordinated and integrated program of development, training and team building I improved engagement scores from 63% ile to 82nd %ile in 12 months for a +500 FTE HQ staff.

Developed, implemented, managed and ran analytics on various performance management components to ensure that the workplace environment and evaluations were consistent with the values and vision outlined by the leadership of the company

Designed leading and lagging indicator analytical models to improve the virtual team operating processes and strengthen managerial excellence that resulted in achieving a 48% revenue growth within the US operations.

Organization and HR Strategy

Direct Report HR staff of 19 people, that served 18,200 globally. Responsible for all aspects of workforce planning strategy, compensation and benefits, and compliance. G&A budget of $112 million

Flawless execution on global HR transformation that yielded best-in-class HR efficiencies as it relates to human capital spend as a percent of enterprise.

Designed new high performing competency models that allowed us to better leverage existing talent, and thereby reduced planned US physical expansion by 33% producing $16 million in facility savings, with a 12% decrease in position demand, for a total savings to the organization of

$23 million

Planned and facilitated a major organization restructuring, resulting in a 34% reduction of operating cost and increased efficiency. Led rebuilding of category management function. Implemented first joint field talent management process. Succession Planning

Worked directly with Board of Directors and Executive Team to improve leadership pipeline.

Implementation of a leadership development process that netted full transparency of 100% ready-now successors for the top roles in new geographies for the company. Full year results also contributed to eight out of nine (89%) VP promotions being the result of enterprise succession planning versus a benchmark of 75%.

Regularly coached CEO and Chairman to improve organization awareness and effectiveness and improved succession planning and mentoring programs Merger Integration

Worked closely with EDS CEO, and leadership council to assess capabilities to deliver on business strategy. Designed a global HR strategy and supporting initiatives to advance the company’s mission, as well as maximize global retention and engagement. At the close of our acquisition integration, we delivered to HP a 24% increase in revenues in 2009, one of only two divisions to grow top line during 2009 recession

Supported $30 billion, 15 company software acquisition strategy. Responsible for Assessing and identifying critical talent, change management design and implementation, coached and provided guidance to manager and executives on retaining top talent. Served as trusted advisor to executive team during acquisition integration on all matters HR JOSEPH S. JOHNSON . . . DRIVING BUSINESS RESULTS BY ALIGNED HUMAN CAPITAL

Mobile: 781-***-**** ************@*****.***

https://www.linkedin.com/in/joe-johnson-332142

Change Management

Global COE Leader in Change Management

Developed the executive change management program for global high tech manufacturer. Designed the communications cascades, and delivered two levels of change management training to the senior leaders of the organization. Program achieved completion and revenue goals on time, with a 23% lower than anticipated spend.

Created a global change management program to support a reorganization and new senior management team which resulted in a transformation from an underdog to a winning culture. We achieved revenue growth from $853 million to $2.7 billion in 3 years Human Resource Operations and Compliance

Reviewed, revised, and oversaw the creation of a more robust HR infrastructure and governance model to ensure organization was compliant with FLSA, TITLE VII, OSHA, SCA, FCRA, WARN, NLRA, ADA, FMLA as well as corresponding state and local requirements.

Conducted market based compensation analysis and realigned base and total compensation programs for rank and file as well as executive and BOD leadership. Designed stock based compensation programs for leadership in 3 different publicly traded corporations

As part of the CEO Council on Diversity and Inclusion, I developed and implemented the corporation's first 3-year strategy which resulted in significant improvement for diverse hiring, leadership accountability, and employee resource group and talent pipeline expansion. GLOBALLY DIVERSE EXPERIENCE THAT YIELDS BEST IN CLASS SOLUTIONS NEXTWAVE ENTERPRISES 2015-PRESENT

CHIEF HUMAN RESOURCES OFFICER (Contract Position)

PA CONSULTING 2013 -2015

Sold in 2015 To Private Equity Firm

Talent and Organization Strategy Leader

RIGHT MANAGEMENT 2010 – 2013

ORGANIZATION RESTRUCTURED IN 2013

VP TALENT AND HR SERVICES -NORTHEAST

EDS/HEWLETT PACKARD 2008 – 2010

HP acquired EDS in 2008, and eliminated all EDS HRO positions in 2010 SVP HRO Services

IBM GLOBAL BUSINESS SOLUTIONS 2003 - 2008

ASSOCIATE PARTNER

CLIENT CONFIDENTIAL -INTERIM CHIEF HUMAN RESOURCES OFFICER PROJECT DURATION: 2005-2007 CAMBRIDGE TECHNOLOGY PARTNERS 1996 - 2003

HUMAN RESOURCES DOMAIN PARTNER

EDUCATION

UNIVERSITY OF EDINBURGH– Edinburgh, Scotland

Post Graduate MBA Study Fulbright Nominee

COLLEGE OF THE HOLY CROSS – Worcester, Massachusetts B.A. Liberal Arts

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