Kendall Glavash, CPTD, PHR

Led the creation of the global learning and development function.

• I drove the design, implementation and evaluation of enterprise-wide, leadership development, and high potential development learning solutions. • I established processes to help the organization accurately assess talent, address gaps and plan for the talent needs of the future. • I provided coaching to leaders regarding personal and team development. • I served as the chair of the Women’s Resource Group (Employee Resource Group). Sampling of Results: • Developed and launched a leadership development program which has resulted in 24% of graduates receiving promotions. • Oversaw the revamp of enterprise-wide learning strategy which has resulted in 242% increase in engagement. • Recognized by Training Magazine as a Top 125 Outstanding Training Organization Award #20 in 2020 and #10 for 2021 and received 2020 Training Magazine’s Outstanding Initiative Award for our career development program.

• I worked collaboratively with the organization's leadership and HR team to develop a healthy leadership pipeline for the organization. • I created and implemented leadership and high potential development programs that support the organization’s succession planning objectives.

I led the design, implementation and evaluation of role development, succession planning, performance management, leadership development and talent development solutions for 250 call center team members and 1400 remote team members (supporting all levels within the organization from individual contributor to VP). Sampling of Results: • Served as a senior leader on Talent Development team which received Training Magazine Top 125 Training Organizations Award - #101 in 2013, #30 in 2014, #27 in 2015, #17 in 2016. • Developed and led individualized training initiative for underperforming call center team members resulting in over $5.8M in annualized profit. • Oversaw execution of DEFENDERS National Leadership Convention (a day-long event focused on learning and self-improvement hosted at Gainbridge Fieldhouse); coming in 10% under the $1.5M budget. • Led the development and execution of Training Magazine 2016 Best Practice Award-winning, e-learning, asynchronous, frontline manager development program; in 2015, the performance of the graduates of the program resulted in an additional $230,000 in revenue. • Led the development and execution of a program focused on improving the leadership skills of underperforming managers; in 2015, the performance of the managers involved in the program resulted in an additional $590,000 in revenue.