Tyson Taylor

Led enterprise HR strategy, organizational integration, and executive communications during a period of rapid, acquisition-driven growth (~$5B total transaction value). Partnered directly with the CEO, Board, executive leadership team and PE partner leaders to align organizational design, compensation, and workforce strategy across corporate and field operations.

• Led Human Resources, Corporate Communications, and Security Departments (60 employees) for a large S&P 500 company with a market cap of ~$60B and 2.2K employees, reporting directly to CEO, managing G&A budget of $11M and a payroll budget of $468M. • Developed and implemented programs in talent management, employee engagement, DE&I, total rewards, HR technology, internal communication, and media relations, maintaining a voluntary turnover rate of 6%. • Served as the primary representative on the Compensation and Leadership Development Committee, setting annual objectives aligned with the company’s operational and financial goals. • Integral in leading major HR integration for 2 major acquisitions ($7B and $6B) and doubling company’s footprint. • Conducted 2 reduction-in-force events, driving $175M in annual G&A savings, and led COVID taskforce and office re-entry team. • Served on negotiation team for ExxonMobil transaction, complying with FTC requests and handling service credits, severance amounts, and employee retention. • Led CEO and CFO succession planning, working alongside Board and search committees to identify and develop top executive talent. • Developed media strategies for CEO transitions, including embargoed stories with Financial Times and TV interviews with CNBC and Bloomberg, and navigated multiple crisis communications. • Gained additional responsibilities in external communications, sustainability reports, and media relations.

• Played an integral role in company-wide committees for learning, benefits, culture, and technology, overseeing people development, employee engagement, recruiting, diversity, inclusion, compensation, and benefits for 3.7K employees. • Oversaw 25 staff with 4 direct reports in key HR areas like recruiting, training, and benefits, aligning with organizational goals. • Led succession planning and leadership development for key executive roles, improving leadership pipeline and business stability. • Provided critical updates to executive committee on budget and key HR performance indicators, while transforming performance evaluations and learning experiences, revamping hourly compensation, and restructuring long-term executive incentive plans.

• Recognized for managing people development, soft skill training, employee engagement, and recruiting programs for 4K employees, focusing on enhancing workforce capabilities. • Led a team of 30 with 6 direct reports spanning recruiting, organizational development, and training, prioritizing the alignment with company objectives. • Administered annual performance appraisal and succession planning processes, providing regular updates to the Board of Directors and ensuring leadership continuity. • Assisted in creating leadership programs and development plans for high-potential employees, increasing diversity and inclusion efforts, and elevating overall talent management. • Served as a project lead for a 3-year, $150M ERP implementation (Workday for HR and Oracle for financials), overseeing change management and communication for a company-wide initiative involving 150 personnel, contributing to one of the industry's most diverse leadership teams and board of directors.