Webcast:
The best results of a successfully scaled executive onboarding program come from an analysis of talent lost and understanding what it takes to assimilate new executives into your culture. An assessment of candidates and newly onboarded talent provides developmental profiles for external coaches and enables a good match with internal peers. Assimilating new executives into your culture is a dynamic process that includes identifying early wins, key networks and resources, and the new executive presenting capabilities and approaches that the organization can embrace. This webcast will cover a case study from ARAMARK, a Fortune 250 international company that is applying its success in executive onboarding in their US operations to scale enterprise-wide. Find out what they've learned to be successful and what they have planned to integrate onboarding into the talent lifecycle.
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Presenters
Liviu Dedes is Vice President, Organizational Effectiveness & Development at ARAMARK- an 11B global managed services organization, operating in 13 countries with approx. 240k employees. His areas of practice include performance management, succession & talent management, human capital metrics, and corresponding systems that support the domestic portfolio.
Prior to joining ARAMARK Liviu was Director of Training & Organizational Development at The Pep Boys - Manny, Moe & Jack (NYSE: PBY), the nation's leading automotive aftermarket retail and service chain. During his 9 year tenure with the company, he held position of increasing responsibility in operations and human resources where he led the talent management initiatives.
Ash Hanson is Senior Director of Talent Management at ARAMARK Corporation and has been with the organization since 2002. During her time at ARAMARK, Ash has had responsibility for building and implementing a number of key programs supporting the company's Talent Management strategy including ARAMARK's Executive Onboarding program and Executive Coaching Network. Ash is heading up the new competency model implementation across the enterprise, as well as leading the effort to update the performance management and succession planning processes. In addition, Ash consults on various organizational change and design initiatives across the corporation. Prior to her current role, Ash served as the HR generalist for the corporate groups at ARAMARK.
Ash's background includes over 13 years of experience in business development and human resources in the technology and professional service industries and has worked in India, Malaysia and the U.S.