Nick Konczak MBA GPHR

HR leader to several organizations reporting into our Chief Business Officer including Global Operations, Creative Strategy and Revenue Strategy.

North America Business Partner role supporting 1 VP, 7 Directors, 25 Senior Managers and 350 Tech, Product, Design, Marketing, Business Development and Sales employees across 5 North America locations. - Guided senior leaders through an organization analysis process to clarify objectives, identify alternative structures, align on decision making criteria, and implement a multi-business unit restructuring. - Led the HR operational planning process for a recently acquired startup business, translating the most pressing business challenges into long term HR priorities and investments needed to enable growth across Corporate and Field organizations. - Planned and executed post-acquisition talent management activities to drive cultural integration between Amazon and PillPack, including the launch of promotion, performance and compensation processes. - Partnered with Compensation and Business Development leaders to design and implement a comprehensive sales incentive plan to enable an emerging business to effectively scale and deliver aggressive top line growth targets. - Initiated a job family diagnosis to align senior leaders on the underlying causes and effects of unclear differentiation between product and program management roles, resulting in better calibration of the performance and promotion bar Hire and managed 1 Senior HR Business Partner.

Global Business Partner role supporting 1 VP, 16 Directors, 69 Senior Managers and ~700 HR and Recruiting employees across 15+ countries. Collaborated with matrixed international HR partners to provide end-to-end global support. - Partnered with senior HR and Talent Acquisition leaders across several business lines to grow headcount from 300 employees to 700 in 18 months by scaling strategic HR programs and delivering just in time HR operational support. - Consulted with senior management to identify and implement organizational redesign and succession opportunities through the creation of organization change and communications plans. - Led several large scale company change initiatives including a new annual review system, performance improvement process and daily employee survey. - Implemented a quarterly organizational health review mechanism with senior leaders that surfaced critical people measures, identified outliers for further inspection, suggested root causes and drove workplace improvements. - Managed employee health and organizational risk by partnering with specialist stakeholders (Employee Relations and Employment Legal) and senior management to execute and resolve complex employee investigations. - Designed and implemented a job analysis survey to define measures of HR Business Partner role success, providing a baseline for future performance assessment.

Combined Business Partner and Regional Specialist (Talent) role. Supported 200 Quality staff as a Business Partner and 3,800 employees as a Talent lead. Managed 1 direct report and coached 12 HR leads across 3 countries. - Led the design and delivery of an intensive two week leadership development program designed to equip high potential managers with the skills needed to lead in a complex, dynamic workplace. - Managed a human capital study to identify factors influencing cross-generational engagement and turnover. - Directed, planned and executed regional change management, communications and training activities to ensure effective implementation and adoption of a new global HR system. - Designed and delivered team development interventions for the North America leadership team to identify team strengths, opportunities and culture, based on assessment data. - Led a cross-functional project team to design and deliver a training curriculum that activated a new customer experience business priority and ensured employees understood their role in strategy execution. - Managed an intensive two week leadership development program designed to equip high potential managers with the capabilities needed to lead in a complex, dynamic workplace. Managed 1 HR Generalist.

Business Partner role supporting Division Leadership Team and 700 corporate staff. Drove people results across 4,400 restaurants. Managed 1 direct report and guided 14 HR leads across 7 regions. - Analyzed, interpreted and linked people data to Franchisee business decisions to drive improvement in two critical restaurant retention measures across Franchisee partners. - Enhanced operational effectiveness, culture change and the achievement of business goals by aligning and executing talent strategy sessions for 700+ staff employees. - Collaborated with Operator partners and HR leadership to translate customer and business performance data into a 3 year people strategy, outlining priorities and actions to effectively engage restaurant employees. - Led the recruitment, assessment and selection process for staff positions with a focus on succession plan implementation.

Center of Excellence role. Recruited by previous client to serve in a high potential role reporting to functional officer. Customers included 15 department staff and 5 Area of World talent teams. - Served in a chief of staff capacity, responsible for managing $6 million department budget and enhancing program management processes across 20 global projects which included defining objectives, critical paths and dependencies. - Redesigned the Global Talent website, generating 3,300 monthly visits and a 20% traffic increase. - Launched a resource planning process to more effectively align team priorities with longer term company objectives resulting in a 10% increase in department funding. - Led a cross-functional team of 10 leaders to create and implement a reverse mentoring program for corporate VPs. -Selected to participate in an HR management development program and developed a three year global HR strategy based on evolving consumer trends to inform the HR leadership team planning process.

Client-facing, project leadership role focused on enhancing enterprise technology solutions. Major client: Technology and Business leaders in a large telecommunications organization. - Created and led a process for identifying and implementing software enhancement to an Interactive Voice Response (IVR) application impacting over 50,000 customers. - Authored and executed test plans for weekly releases of an IVR application with an annual call volume of 12 million, providing stable implementation of call center routing rules across 22 states.

Management consultant role. Major responsibilities included: client management, team and project leadership, development and delivery of strategy alignment solutions. Key clients: several Fortune 100 firms. - Designed and delivered business strategy simulations across a variety of industries (retail, telecommunications, technology) to accelerate change and strategy implementation for over 1,000 leaders in 3 continents. - Managed existing and new client relationships valued at $1 million, $500k of which was high risk new business. - Generated yearly production value greater than $300k as measured by client delivery and solution development revenue. - Mentored, coached and developed junior consultants on new client engagements.