Glenda Van Wyk's Linkedin Analytics

Strategy: Brings a consultative approach to influence how strategy & organizational structure, culture & purpose, values & behaviors, reward systems & performance, conflict & decision-making work together in the system to impact engagement, accountability, performance, and strategic outcomes. Organization Effectiveness: Conducts organizational, departmental, and functional needs assessments. Provides coaching and support around organizational improvement opportunities. Supports initiatives to modify culture and adopt new ways of working to achieve inclusion and enhance employee engagement. Learning: Implements and measures the effectiveness of a learning strategy focused on transitioning from reactionary to proactive with close alignment to strategic priorities and emphasis on employee ownership for self-development with a blended learning approach that will leverage a variety of assets and platforms Leadership Development: Defines standard criteria that guide consistency in participant selection for leadership development programs. Career Development & Talent Mobility: Influences leaders to adopt and promote a talent framework. Establishes multi-year plans for future talent capabilities. ​ Develops and implement career pathways in partnership with universities, colleges, community colleges, Succession Management: Establishes formal, standard and annual succession planning processes. Leverages succession planning process to classify and prepare candidates for key positions and determine talent readiness. Enables managers to conduct succession plans. Leads processes and implementation plans on: employee performance, talent acquisition sourcing channels, absenteeism, employee engagement, turnover, career mobility, succession, learning and leadership development to measure operational efficiency. Talent Acquisition and Attraction: Leverages relationships with internal partners (sales/marketing, corporate communications, IT, HR Generalist)