TARA SECUE

Atlanta, GA *****

248-***-**** • ad3i02@r.postjobfree.com • LinkedIn

GLOBAL HUMAN RESOURCES TALENT MANAGEMENT CULTURE TRANSFORMER

Global Human Resources leader with expertise in talent management, transformation, and communications. Oversaw global talent management COE programs and processes including onboarding, performance management, succession planning, talent reviews, and competency management as well as centralized communications, culture transformations, diversity & inclusion, and learning and development functions. Competencies:

Innovation/Strategy

Organizational Development

Leadership

Strategic Planning & Vision

Needs Analysis

Coaching and Mentoring

Program Development

Assessments

Executive Facilitation

Performance Optimization

Change Management

Communication

PROFESSIONAL EXPERIENCE

HONEYWELL, Atlanta, GA July 2019 to present

NYSE - $36 billion, 100k is an American publicly traded, multinational conglomerate headquartered in Charlotte, North Carolina. It primarily operates in four areas of business: aerospace, building technologies, performance materials and technologies, and safety and productivity solutions.

Sr Dir HR Transformation (02/2023 to present)

•Drive Management Operation System (MOS)

•Trusted advisor of CEO and leadership team to ensure deliverable area aligned with expectations

•Lead executive reviews and establish strong MOS between CEO and leadership team; Improve current

•processes and coordinate organizational procedures for optimized efficiency and productivity and communicate

•effectively to leadership team.

•Ensure the CEO is briefed and prepared for key meetings with both internal employees and external vendors.

•Provide necessary data, reports and presentations for such meetings which capture key points and address key

•issues leveraging strong data visualization techniques

•Review information on market trends, competitors, and technology to CEO to ensure alignment on consistency

•and facilitate discussions to formulate strategic plans and pivot where needed

•Identify options for developing forward looking product, software and service plans that enable profitable growth

•into the future.

•Identify work streams within the organization, identify silos and provide recommendations to break down silos to

•drive improved performance

•Drive score cards and metrics across the team and other functional groups

•Gain understanding of core issues through analyzing data, listening, and observing leadership team; compile findings and make informed recommendations on next steps to CEO.

•Lead LT FTF and Team Meetings.

•Work within an integrated cross-functional team to execute plan to drive AOP/financial results

•Global HR Business Partner for Software Product Management Function (cross HCE ~$1B), supporting VPGM Connected SPS and Honeywell Connected Enterprise CPO

•Organization Effectiveness: HR Transformation Lead driving realignment of our product management, engineering, and enterprise performance management (EPM) organizations within Honeywell Forge Performance+ (EPM software solutions), in line with our strategic imperatives

•Upskilled software product managers across the business by designing and implementing development program (Product Management Academy), strengthening our product management capability, and making our product managers competitive within the software industry

•Right-sized the business through targeted fixed cost actions to centralize Cloud Operations & Product Management to refocus on NPI growth (total cost savings $15M)

Human Resources Sr. Director Commercial Excellence & Strategy (02/2021 to 02/2023))

•Responsible to drive organizational effectiveness by collaborating with key stakeholders to build talent strategies and align functional approach to talent needs in the commercial organization.

•Responsible to deploy a global people strategy aligned to business objectives in the Commercial Excellence Organization (10k+ employees) which entail Sales Excellence, Marketing, Strategy, Pricing, Product Management, and Strategic Account Functions.

•Facilitate succession planning & talent reviews throughout the year to increase talent pipeline, bench strength, and talent readiness.

•Develop world-class, diverse talent by leveraging strong relationships with key partners in L&D along with implementing top talent leadership programs in commercial excellence and targeted development plans.

•Facilitate the execution of core people processes (e.g., performance management, talent reviews, enterprise staffing, & employee relations) across the functions and in collaboration with direct reporting HR generalists.

•Certified DDI coach for E-Band and GM post-assessment coaching. Coach and confidant to senior leaders by guiding and directing them on how to build strong teams, manage performance, and organizational models to increase effectiveness and results.

•Lead training and development throughout each functional pillar and across Honeywell within the commercial excellence functions.

•Lead and support deployment of diversity programs such as PowerUp, Employee Networks, Diversity top talent development programs, and targeted diversity efforts by function and region.

•Manage hiring, promotions, and onboarding in collaboration with Talent Acquisition, Compensation & Benefits, and leadership for executive level positions.

•Led the launch of new Management Incentive Plan for Offering and Product Leaders aligned with C&B with 100% alignment of all 900 offering/product employees.

•Let Marketing re-organization to centralize offerings and built a Sustainability COE which led to a savings of 2M and an investment of 15M.

•Led the deployment of governance model to ensure 100% compliance across all 6k sellers to complete seller assessments,

•Supported and implemented a successful sales training pilot across 1k sellers.

•Led the build and deployment of Commercial competencies and career pathing across all 5 SBGs.

Director Talent Management (06/2019 to 02/2021)

•Develop and deploy global strategic organizational development interventions across Honeywell’s HCE division to align with top business priorities.

•Partner & lead with Honeywell’s leadership team setting goals under two approaches which include standard performance management practices and OKRs.

•Responsible to lead change to a more agile and innovative culture focused on SW offerings.

•Responsible to partner with business leaders to drive people initiatives & build a coaching culture.

•Provide leadership development initiatives to support business critical objectives and build a strong leadership culture.

•Increase employee engagement in a SW business.

•Provide professional expertise, support design, development and implementation of the talent review process that required to achieve business goals and results in the creation of an internal bench of top talent.

•Facilitate executive talent reviews in an engaging and motivating way to drive stronger succession benches and truth on talent practices.

•Responsible in development planning, succession, and facilitating strategy with annual performance reviews.

•Direct organization assessment and design, change management, talent management and leadership team development.

•Participate in organizational strategic planning along with M&A activities.

•Act as a key leader in developing & aligning organizational processes, systems, and culture to accelerate business performance.

•Direct talent management processes, tools & resources to develop top talent.

•Responsible to build a performance culture by developing leaders and talent who understand how to drive top tier results.

•Drive continuous improvement and lead change in an evolving SW business.

•Deploy Diversity initiatives to increase retention, recognition, and diverse pipelines such as PowerUp through EY.

•Build and deploy sales onboarding program across the globe in HCE.

•Build and deploy virtual onboarding experience.

•Responsible in deploying and change management of Talent & Succession tools.

APTIV, Detroit MI (2017 to 2019)

NYSE - $14.4 billion, 150k employee global technology company that develops safer, greener, and more connected expertise in the autonomous vehicle market.

Manager, Talent Management and Global Communications (09/2017 to 05/2019)

Collaborated and executed cross-functionally with leaders, HR partners, and talent team to assist the business in achieving its objectives through effective programs and processes related to talent management, onboarding, competencies, talent reviews, training and development, leadership development and diversity and inclusion with team of up to 4 direct reports. Report to Vice President, HR, and Talent.

•Manage manual to a system roll-out of Performance Management using Workday which achieved 100% completion.

•Revamped performance management process to increase touchpoints between managers and employees resulting in culture change of more frequent feedback.

•Facilitated annual talent reviews and succession discussions division-wide up to the President resulting in better visibility of top talent across the enterprise and open discussions on career development and growth.

•Manage the competency model, assessment process, and career planning initiatives.

•Manage organizational change and effectiveness.

•Responsible for creating and implementing employee development strategies.

•Responsible in managing a team of Talent/L&D professionals.

•Consults with management on performance, organizational, and leadership decisions.

•Manage and implement Top Talent identification procedures and programs which identified 95 new High Potential employees within two regions.

•Manage and implement Engineering Rotation Leadership Development Program.

•Responsible for establishing a global strategy and execution model for global communications such ss Townhalls and C-Suite announcements.

•Responsible in coaching mid-level management by using the Korn Ferry 360 Profiler.

•Manage Talent Management Scorecard to represent ROI of initiatives.

DIEBOLD NIXDORF, INCORPORATED, Canton OH (2015-2017)

NYSE - $4.6 billion, 23k employee global end-to-end provider of services, software, and hardware for the financial and retail industries.

Global Talent Management Manager (10/2016 to 09/2017)

•Manage the design and implementation of Global Top Talent program to support integration related projects.

•Manage the creation of HR Development Goals which increased HR development plan completions by 95%.

•Manage Talent Management Scorecard to represent ROI of initiatives.

•Manage facilitation of talent reviews, succession planning, and competency models with executive leadership which increased our bench strength to 50%.

•Manage project plan and discovery interviews to identify KSA needs of global salesforce.

•Partner with Career Builder to support the identification of global systemic recruitment tool.

•Assist in the creation of Learning Management Strategy policy and procedures, onboarding policies, gifting policies, and vendor agreements.

•Create standardized process presentations for European Works Council to globalize talent management programs.

•Assist in integration efforts of Wincor Nixdorf to standardize global systems and processes for talent management.

•Assist in global culture initiative to identify vision, mission, and values along with cultural attributes for the acquisition of Wincor Nixdorf and the matrix environment creating a matrix playbook.

Talent Management Specialist (2/2015 to 10/2016)

•Lead in design, implementation, and change management of Oracle Fusion for Talent Management from Success Factors in a 6-month turn-around.

•Lead in design and implementation of Global Mentorship Program with a successful pilot of 30 participants global and cross-functionally.

•Lead in the design of Behavior Based Interviewing training for US & CA Managers which led to a decrease in time to fill from 67 to 53 days.

•Facilitate talent reviews, succession planning, and competency discussions with business leaders which led to a 15% increase in director level and above employees with succession plans.

•Assist in the development of talent management’s overall global business strategy which includes talent acquisition, succession planning, and HIPO development by increasing minority hires by 5% in one quarter, maintaining quality of hire satisfaction rate of 95%, and increasing successful onboarding experience rating to 95%.

•Collect, track, and present metrics tied specifically to Talent Management programs.

•Lead in the design of functional and leadership competency models.

•Lead in the overhaul of Onboarding process which led to a 90% completion rate for local/corporate new hires.

•Implement Quality of Hire surveys and analysis, New Hire Assessments and Exit Interviews which led to a 4% decrease in voluntary/involuntary turnover rates.

•Conduct detailed needs analysis on jobs and descriptions within focus businesses by working with Management.

•Ensure the centralization of talent management tools, processes, and procedures.

THE SHERWIN WILLIAMS COMPANY, Cleveland, OH (2007 to 2015)

NYSE - $11.3 billion, 50k employees delivering best in paint and coatings products to the world.

Positions:

Learning & Development Coordinator (Division & Corporate) (2014 – 2015)

Human Resources Sales & Sales Excellence L&D/Diversity Assistant (2012 – 2014)

Color Resources Marketing Specialist (2011 – 2012)

P&L Owner – Store Manager (2009 –2011)

P&L MTP (2007-2009)

EDUCATION AND PROFESSIONAL DEVELOPMENT

CERTIFICATIONS

Master of Business Administration, Human Resources Concentration: Keller Graduates School of Mgt, OH

Bachelor of Arts, Management, minor in Human Resources & Psychology: Mount Union College, OH

Crucial Conversations Trainer Certification

Executive Presentation Skills Training Certification

Project Management Certification

360 Coach Certification (Korn Ferry)

Integrated Talent Management (ATD)

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