Seasoned HR Executive
Resume:
Mousami “Minnie” Damle
*******.*****@*****.***
Houston, TX
linkedin.com/in/minnie-
damle-520a852
S K I L L S
Leadership coaching and
development
Organizational design and
change management
Diversity, Equity, Inclusion &
Belonging (DEI&B)
Program Development
Culture transformation
ADDITIONAL
EXPERIENCE/INTERESTS
HUMAN RESOURCES CONSULTANT
2004- current
CLIENTS INCLUDE:
Morgan Stanley, Bank of America, Rauxa,
Young & Rubicam,
Eyblaster, Arc Worldwide,
PM Pediatrics,
Brick City Greenhouse and Golin.
United States Air Force
Information & Personnel Management
1997-2007
WOUNDED WARRIOR PROJECT
Veterans job placement advisor
and mentoring underprivileged
youth in the Houston communities
BACHELOR’S DEGREE
Organizational Communications
Arizona State University
P R O F I L E
Global HR Executive and Consultant driving strategic talent initiatives and partnering with C-suite leaders to build high-performing, future-ready leaders. Expertise in organizational design, leadership development, and workforce transformation, ensuring talent strategies are aligned with long-term business objectives. Known for navigating complex HR challenges, fostering an inclusive workplace culture, and developing best-in-class talent programs to drive high growth and sustained success.
E X P E R I E N C E
GLOBAL HR DIRECTOR, MARKETING, Avalere Health (formally Fishawack Health)
Remote 2023 - 2024
§ Global HR Executive leading Marketing & Technology divisions of 700+ employees across the entire employee lifecycle, with a team of 6 HRBP’s across US and UK.
§ Architected and led large-scale organizational change initiatives efforts during major global expansions and integrations across seven creative agencies, ensuring seamless transitions and cultural alignment.
§ Transformed HR into a strategic driver by aligning talent initiatives with global agency objectives, fostering a unified and future-ready workforce.
§ Designed and implemented comprehensive compensation strategies that enhanced retention, attracted top talent, and reinforced market competitiveness.
§ Redesigned competency frameworks and talent structures to future-proof growth and development opportunities, ensuring alignment with evolving business needs.
§ Partnered closely with COE teams to develop and scale learning and development, HR operational excellence, and talent acquisition programs, optimizing high-growth and diverse teams.
SENIOR VICE PRESIDENT, PEOPLE & CULTURE, Brick City Greenhouse
Remote 2020 - 2023
§ Built HR function from ground up, establishing scalable processes, policies, and programs supporting business growth and long-term success.
§ Partnered closely with company founders and executive leadership to design and implement people-first HR strategies, aligning talent initiatives with business objectives.
§ Led end-to-end talent acquisition strategies, building a high-caliber workforce.
§ Implemented performance competencies, talent development plans and retention programs utilizing Lattice.
§ Acted as a trusted executive coach, mentoring senior and high potential talent to drive leadership effectiveness, business impact, and cultural transformation.
§ Led agency to win best agency of the year three years in a row through active employee engagement and tailored HR initiatives to achieve a unified and inclusive culture. E X P E R I E N C E (continued)
GLOBAL VICE PRESIDENT, Onit & SimpleLegal
Houston, TX 2019 – 2020
§ Provided strategic leadership and direction for all global human resources functions including talent acquisition, compensation, benefits, talent management/development, global mobility, employee relations and human resource business partner support for an employee population of ~500 employees across multiple locations.
§ Built consensus and developed plans with Executive team to align people, processes, tools, and culture to our business strategy to enable growth.
§ Collaborated with the CEO and Executive Leaders to shape the talent at the executive and Director leadership level.
§ Reshaped the HR organization to a consultative offering providing service organization through restructuring, upgrading talent, and offering more value-added services/programs aligned more closely to the business strategy.
§ Developed and led strategic initiatives aligning HR practices to support a service-oriented culture, improved employee engagement through quarterly eNPS, and attracted top tier talent.
§ Redesigned global compensation structure and all variable compensation programs with an emphasis on rehauling the Sales incentive structures.
§ Rebalanced benefit plans to align with the business goals, objectives, and revenue projections with no cost impact to the organization.
• Designed and implemented talent management practices including biannual talent assessments, succession planning, and development plans incorporating OKR’s.
CHIEF TALENT OFFICER, Havas Media and Arnold Worldwide
Boston, MA 2016 – 2018
§ Designed and executed integrated human resources strategies for the two organizations. Oversaw forecasting, onboarding, talent management, and employee engagement. Tracked growth, performance, succession planning, talent mobility, and employee retention n. Formulated compensation, benefits, and recruitment policies while ensuring compliance with business objectives.
§ Devised a 5-series Management course that developed entry-mid level managers and defined specific career trajectories for new hires at Havas and Arnold.
§ Initiated recruitment drives that nurtured a diverse talent pool by revitalizing talent acquisition and offering enticing mobility plans.
§ Built an HR team of 10 to hire and staff across the Boston and NY offices. Hired 100+ employees total and enhanced organization capabilities through strategic workforce deployment.
§ Initiated DEI employee empowerment program “Woman-Up.” Created discussion and resource groups to spread awareness on issues like diversity, harassment, and workplace ethics.
§ Assisted with facilitating the “Lofts” talent exchange program to identify high-performing employees and provide specialized training and personal growth opportunities via rotation within various branches. GLOBAL VICE PRESIDENT HUMAN RESOURCES, VaynerMedia
New York, NY 2014 – 2016
§ Managed US and Global operations (Europe & Asia) and improved organization’s efficiency by developing integrated HR strategy from ground up. Drove comprehensive human capital strategy while reporting directly to the CEO.
§ Designed DEI talent acquisition strategies and campaigns, increased employee count from 375 to 600, and grew HR team to 20 to sustain VaynerMedia’s aggressive growth. Hired VP Recruitment and built talent management teams while facilitating opening an office in London and Chattanooga.
§ Achieved company record high retention-to-turnover ratio of 15% by collecting monthly feedback from 600+ employees using a performance management system. Analyzed suggestions and updated action plans to streamline workflow efficiency.
§ Increased retention by 75% and enhanced workforce capacity by initiating a rotation program within different parts of the organization.
§ Led benefits (health/life insurance and 401k), and developed compensation plans to attract, and retain top employees including key parental leave policies and allowed smooth reintegration into the workstream to improve employee benefit offerings.
§ Devised millennial-focused training programs and implemented onboarding plans to help new employees understand company operations and ingrain company culture.
VICE PRESIDENT HUMAN RESOURCES, The CDM Group
New York, NY 2010 – 2014
§ Managed, trained, and developed an HR team of five recruiters and generalists. Collaborated with corporate and outside counsel on workforce planning for three downtown agencies (AgencyRx, CDMi, and Link9).
§ Reduced employee turnover from 50% to 18% while guiding the merger of two agencies.
§ Cut operational costs and streamlined strategy development by reducing management team from eight to four. Assisted CEO in achieving leadership consensus on operational restructuring, recruitment, and growth plans.
§ Ensured acquisition of competitive talent by devising capital recruitment programs to optimize and expand the candidate pool.
§ Improved employee retention by formulating creative annual bonuses, rewards, and year-end compensation plans. Selected and offered comprehensive yet low-cost employee benefits to build employer market brand. HUMAN RESOURCE MANAGER, HNW Inc.
New York, NY 2007 – 2010
§ Sole HR executive hired to establish HR operations, reporting directly to the CFO.
§ Managed hiring, budgeting, compensation analysis, and benchmarking.
§ Conducted reviews to ensure internal and external equity, benefits, performance appraisal, and employee relations assessment.
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