John Meyers

John Meyers

Work History

Work History
Jun 2010 - Present

Principle – Organization Capability

Connect4Impact

Connect4Impact helps organizations align vision with people’s strengths and capabilities to achieve strategic business results. We do this through our own core strengths: business acumen, leadership coaching, social communities, human resources expertise and organization effectiveness consulting.

Principle – Organization Capability(2010 – present)

An Independent Consultant and Practice Lead for Organization Capability working with several companies focused on integrating strategic direction with execution of on organization effectiveness, culture integration, business growth strategies and Human Resources Development.

Jun 2006 - Mar 2010

Nestlé HealthCare Nutrition

Nestlé is the world’s foremost Nutrition, Health and Wellness Company, committed to serving Consumers all over the world.Nestlé HealthCare Nutrition (formerly Novartis Medical Nutrition) is a $1billion business providing both Institutional and Retail nutrition products to consumers.

Director – Human Resources (2006–present)

Recruited as part of the Leadership team of Novartis Medical Nutrition (first as a consultant in 2005, then as an employee in 2006) to lead business lines implementing HR strategies focused on enabling business turnaround.

·Reduced overhead, increased quality of internal talent, reduced employee turnover, improved operations performance and saved the business over $2 million in 2008, and $1.2 million in 2009.

·Strategic Business partner to the Head of Operations in recruiting key executives, building a sustainable culture, increasing employee engagement and building a cohesive team to execute a total business transformation.

·Led the Operations HR team in executing culture integration strategies aimed at engaging employees in building a successful future, as well as developing and executing HR strategies in support of the Operations team’s long-term Manufacturing strategy.

·Led R&D as interim Operations Officer for over a year, ensuring R&D project pipeline and R&D business continuity.

·As an executive member of Medical Device Oversight team, minimize risk and ensure Federal and Minnesota State legal compliance for Nestle as a Tier 2 Device Manufacturer.

2005 - 2006

Principal

JUMPSTART RESULTS

Recruited to enhance Jumpstarts Results offerings in the practice areas of Organization Development and Human Resources.

·Reduced staffing costs, increased efficiencies of the commercial and personal lending compliance staff at the United States’ #1 Prime Home Equity Lender. Approach included consulting with the organization’s senior leaders; assessing their compliance structure, staffing, organization capability; recommending organizational re-alignments resulting in cost efficiencies and process effectiveness

·Retained as an executive coach to several senior leaders of a global high-tech manufacturing company, building their leadership skills and ability to implement development planning and performance improvements.

2002 - 2005

President

CYBERENSICS

Recruited to build Cyberensics, Inc. into a market driven computer forensics and e-risk management company.

·Designed and implemented the overall organization strategy and structure to maximize market exposure, build organizational capability and minimize overhead. Responsible for all aspects of Operations, Business Planning, Human Resources and Financials.

2001 - 2002

Human Resource Director, Jostens School Solutions

JOSTENS

Recruited to build the $800 million Jostens School Solutions’ Marketing and Retail Sales organizations’ ability to grow, by establishing Human Resources relationships, processes, policies and infrastructure.

·Designed and implemented a new organization structure enabled 317% year one and 20% year two account growth in the International organization, the College and Retail business units, and the overall Marketing organization.

·Increased sales volume and diverse recruitment candidates in High School and College sales forces through design and implementation of Sales Management Incentive Plan.

1999 - 2001

Human Resource Director, Corporate Business Lines

BEST BUY

Recruited to build Change Management capability in Marketing, and to improve the performance and capacity of the Corporate HR team.

·Evolved the Human Resources group as a Strategic Business Partner by delivering solution-based consulting to clients, implementing talent management process including a leadership development program, and establishing measurement criteria to determine HR success.

·Led team of 40 HR professionals supporting 4,000 Best Buy employees with a complete suite of HR/OD services.

·Reduced external search vendor fees by $525,000 while increasing the number of corporate hires by 57% during FY’00.

1997 - 1999

Global Program Director, Global Human Resources, Organization Effectiveness

KELLOGG COMPANY

Partnered in the design and implementation of a $355 million Oracle Enterprise Resource Planning system, with accountability for program cost, schedule and performance.

·Saved Kellogg $6.5 million through direct cost reductions during a global Oracle implementation.Successfully balanced people, business process and technology in venues ranging from Venezuela, Mexico, Europe, USA and Australia/New Zealand.

·Reduced costs over 30% globally by instituting a common process design consulting approach that integrated Human Resources, Education and Training and Transition Management.

·Architected, recruited and developed an internal consulting function for large-scale change efforts.

·Partnered with Kellogg's Global Leaders to insure that the workforce had the capacity and competencies to meet its strategic goals and performance objectives.

1994 - 1997

Lead Organizational Capability Consultant, Organization Capability Group

BP AMOCO

Consulted to the Amoco Petroleum Products Marketing Sr. Vice-President.Provided consulting on quality improvement and organizational effectiveness strategies to various Amoco business units along with helping to build an internal consulting organization that used a fee for services model.

·Partnered with HR Senior Leadership to create an internal Organization Development consulting firm to provide Organization Design, Strategic Business Assessments, team development, Business Process Improvement and general OD consulting.

·Implemented Talent Management Process including a Leadership Development Program

·Developed and executed the Change Management protocol in the implementation of Amoco SAP R3 application on time, under budget, and with minimal productivity loss.Focused on effects of change and the impact on HR processes and role descriptions.

1990 - 1994

Director, Human Resource Development, MCEBO

THE TRAVELERS COMPANIES

·Managed internal consultants responsible for assessing and addressing individual and organizational development needs of a large client base.Also managed job restructuring, training and delivered leadership training to various client organizations.

·Architected a Socio-Tech system which contributed to the Strategic Business Unit exceeding its profit goal by $1 million.

Previous positions in Travelers Operations:Regional Examiner, Employee Benefits Claim Operation; Training & Organizational Development Manager; Claim Supervisor in Hartford and various field locations across Texas.

Education

Education

Certifications

Interest

I'm an active and passionate scuba diver and international traveler. And don't begin a conversation about futbol (soccer) unless you have a few minutes!

Speaking

National Organizational Development Network, Society for Human Resource Management, International Society for Performance Improvement – Presented sponsorship identification and contracting workshops to OD, leadership development and training professionals

Minnesota Public Radio - Keynote speaker on the state of small business startups in the Twin Cities.

Maine Bar Association - Presented strategy, approach and benefits of computer forensics

Associations

Active member:

National Organizational Development Network

Society for Human Resource Management (SHRM)

SHRM Global Forum (International arm of SHRM)

Human Resource Executive Forum

Qualifications Summary

Human Resources Executive specializing in Leading Cultural and Organizational Change

·Strategic “change leader” of culture, process and business partnership with a focus on innovation through continuous improvement.

·Excellent communicator with collaborative management approach.

·Developer of people through coaching, mentoring with a commitment to personal development and career planning.

Business Management, Strategic Leadership

·International and Domestic Fortune 500 success creating Increased Productivity and Competitive Advantage.

·Strong knowledge and experience within Retail, Manufacturing, Consumer Goods, Energy, Financial Services industries.

Human Resource / Organization Excellence

·Pragmatic Leader with a Proven Track Record of creating Consistent Business Results

·Adept at developing HR strategies and plans to achieve business goals, including Organization Development and Change Leadership; Organization Assessment, Design and Execution; Business Process Improvement.

·Creates Business Partnerships through close working relationships with Clients.

Employee Engagement and Financial Acumen

·Optimizes line and staff resources focusing on end results with the appropriate behavioral anchors necessary create engagement.

·Skilled practitioner experienced in budgeting and strategic planning.

·Makes decisions that enhance the organization’s profitability while building employee commitment.