Senior HR and Talent Management Executive with extensive experience as a Strategic Consultant in Human Resources and Talent Management. Proven track record of driving transformational change, optimizing talent acquisition, and enhancing employee engagement. 

💥💥Experienced in leadership coaching, organizational culture, workforce planning, and succession management. Key areas of strength include strategic HR strategic planning, talent strategy alignment, and leadership development.

✅ Strategic HR Planning:	        I excel at aligning HR strategies with business goals to drive success. I design and implement data-driven HR plans that anticipate workforce needs, optimize talent management, and support growth while fostering efficiency, continuous improvement, and engagement.

✅ Talent Strategy Alignment:	Experienced in aligning talent strategies with business goals by identifying gaps, forecasting needs, and creating frameworks to attract, develop, and retain top talent. This approach drives engagement, optimizes performance, and supports sustainable growth.

✅ Leadership Development:	        Designed and implemented programs to identify and develop high-potential leaders through tailored coaching, mentorship, and skill-building. Emphasized continuous learning and adaptability, leading to increased internal promotions and enhanced leadership capabilities.

✅ Change Management:              Expert in driving organizational transformations with strategies that align with business objectives. Focused on minimizing disruption, boosting employee buy-in, and ensuring smooth transitions.

Michael Potvin

I might be late to this… but what the hell is going on with these “recruiters”?

I’ve been getting a flood of outreach lately telling me how “impressive” my background is.

Except… it’s clearly nonsense.

The emails are painfully long, written in broken English, and take 10x longer than necessary to say anything. That alone is a dead giveaway. Real recruiters don’t write like that—they’re concise, direct, and to the point.

Out of curiosity, I responded to one.
 ➡️ Total joke.

They immediately asked me to:

- Write an Executive Bio
- Do a SWOT analysis on myself
- Rewrite my resume

Yeah… no.

If my LinkedIn profile and resume don’t already tell you what you need to know, and generate the interest you already told me your "clients" have, I’m not your candidate anyway.

This is obviously a scam.

What I can’t figure out is the endgame.
Where’s the money? What’s the angle?

Even trying to “follow the money,” I can’t see how this actually turns into revenue.

Who else is seeing this—and more importantly, how are they making $$$ off it?

Let me know 👇

#Recruiting #JobSearch #CareerAdvice #LinkedInTips #ScamAlert

HR Performance Consulting LLC

Interim Chief Human Resources Officer (CHRO)
Interim Chief Talent Officer
Interim Head of Human Resources
Multiple clients and industries

CHRO | VP Human Resources | Chief Talent Officer | HR Business Partner | MBA | SPHR |SHRM-SCP

Xerox Business Solutions Southeast

Strategic, engaging, collaborative business partner and trusted advisor to senior management and executive leadership driving  performance, accountability, employee engagement, and retention.

VP HR | Sr. Human Resources Leader | HR | Strategic Planning | Executive Leadership | Strategy

Travelers

Sr. Human Resources Leader | HR | SPHR | Strategic Planning | Executive Leadership | Strategy

JLL Technology Solutions (formerly BRG) | Human Resources | HR | Management Consulting

CHRO | VP | Talent Management Leader | SPHR | MBA | Human Resources Practice Leader | Compensation

Day Pitney LLP

Led the organizational structure and alignment components of a post-merger integration plan in the creation of a new legal services firm re-named “Day Pitney LLP”. The two legacy firms were similar in size and service offerings but culturally disparate. Provided change management consulting expertise to the organization to facilitate transformational and structural change related to the merger.

Completed post-merger organizational structure for legal practice areas and functional departments within the project plan time frame of 9 mos.

Implemented firm-wide service initiative incorporating Ritz Carlton service practices and indicators.

Implemented an employee engagement survey across all areas of the firm using results to identify trouble spots and locations where additional transformational was needed in support of the new organization.

Purchased and implemented new Payroll and HRIS system for the firm. Saved approx. $30,000 in fees from ADP.

Integrated employee benefits onto one common platform. Negotiated contracts with vendors for medical (self-insured), dental, life and disability coverages. Outsourced COBRA and FMLA administration.

Conducted acquisition due diligence for the addition of two legal practice groups: Patents and TradeMarks, Boston, NY, and Environmental Litigation in Washington D.C.

Reduced workforce (attorneys and staff) by 27% in 2009 as a result of industry competitive pressures. Further reduction required in 2010 and 2011 to enhance profitability.

Skills | Business Acumen

Global HR Leadership | HR Transformation | Compensation & Benefits | Strategic Workforce Planning | Organization Development | Organizational Effectiveness | Change Management | Leadership Development | Performance Management | Employee Relations | Re-engineering & Organization Structuring | Building HR Functions | Defining Mission, Vision, Values | Cultural Transformation | Mergers & Acquisitions | Advisor & Coach | HR | SPHR | CHRO | SHRM-SCP

Chief Human Resources Officer | CHRO | SPHR | HR | Organizational Management | Executive Development

The Hartford

Five years of Senior HR Business partner experience in two divisions of the company.

HR Business Partner to CFO, Chief Actuary and Head of Strategy and respective organizations in CT, NY, SC and Bermuda. Employee population of 1,100.

Managed annual talent review process and assessment of talent ensuring bench strength to meet the changing needs of each functional area.

Acquired start-up specialty claim adjudification company in SC as a “seed” start-up for The Hartford.

Assistant Vice President, Human Resources:

Directed full spectrum of HR resources (generalists, staffing, compensation, and talent development) for the organization including high volume recruiting, employee relations, performance and talent management (succession planning) processes.

HR Business Partner to CFO, Chief Actuary and Head of Strategy and respective organizations in CT, NY, SC and Bermuda. Employee population of 1,100.

Managed annual talent review process and assessment of talent ensuring bench strength to meet the changing needs of each functional area.

Skills | Business Acumen
 
Talent Planning | Performance Management | Succession Management | Career Management | Relationship Management | Strategic Human Resource Management | Drive Global Business Growth | Global Programs | Drive Key Business Initiatives | Partnering with Business Peers | Strong Program | Management Skills | Alignment of Business Needs | Develop Business Objectives | HR | SPHR | CHRO | SHRM-SCP

Human Resources Executive, HR | Organizational Development | Talent Programs | Executive Recruitment

Aetna

CHRO | Company Initiatives | Employee Performance | HR | Talent | SPHR 

I am a strategic Human Resources  and Transformation leader who engages as a collaborative HR business partner and trusted advisor to senior management and executive leadership. I focus on aligning HR and business initiatives with organizational culture, and strategy to ensure business results which drive performance, accountability, employee engagement, and retention.

DYNAMIC AND HIGHLY EFFECTIVE HR EXECUTIVE

I have effectively demonstrated success in partnering side-by-side with CEOs and executive teams in multiple industries providing substantial experience in organizational design, organizational development, talent management and execution of corporate initiatives in policy, talent, benefits, compensation and performance management.

WINNING RESULTS

I produce winning results through the transformation of the HR function into a true business partner model. I bring experience in public, private and Fortune 100 corporations. I am business focused and results driven, and able to quickly and efficiently transform organizations through business partnership.

HR MISSION

I believe that my mission as an HR leader is to support business growth through the application of cutting-edge human capital strategies designed to support the success of the organizational strategic goals.

DRIVING TRANSFORMATIONAL CHANGE

Experienced in driving transformational change, working with diverse cultures and environments developing sustaining relationships with all functions and levels within the organization.

COLLABORATIVE, BUSINESS-ORIENTED HR EXECUTIVE

Collaborative, business-oriented HR Executive focused on aligning HR and business initiatives with organizational culture and strategy to ensure business results. I believe leadership is a decision - we must consciously commit to being the best we can be. As leaders, we are accountable to our customers, employees, shareholders and the broader community. Contact me: 860.798.0509; dderesienski@comcast.net

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Michael Potvin

David J. Deresienski, MBA, SPHR, SHRM-SCP

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The Battle

Michael Potvin

David J. Deresienski, MBA, SPHR, SHRM-SCP

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Engagements

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Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Michael Potvin's LinkedIn Performance

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