Effren Dugbartey

Human Capital Consultant placed by BTG, a Heidrick & Struggles company, with a $10 billion manufacturer and distributor of components. Business Partner Leader, overseeing organizational planning processes and initiatives. This encompasses performance management, organizational reviews, succession planning, leadership development, mentoring, career pathing, and internal talent mobility. Additionally, I focus on enhancing organizational effectiveness and managing changes, while also leading various strategic HR initiatives.

• Supported mergers and acquisitions projects by facilitating smooth integration of diverse workforces.
• Improved client satisfaction by streamlining human capital management processes and implementing new systems.
• Implemented effective performance management systems, resulting in a more motivated and skilled workforce.
• .Implemented cutting-edge HR technology solutions to support data-driven decision making within organizations.

• Appointed as an Advisory Board Member for CompEdge, contributing strategic insights and expertise to drive organizational excellence since 2021
• Provided counsel on human capital management strategies, playing a pivotal role in shaping the company's approach to talent acquisition, development, and retention

• "To care for those who once cared for us is one of the highest honors.”

• Spearheaded the transformation of Vice Media Group's human capital strategy, offering insightful thought leadership post-bankruptcy.
• Developed and implemented strategic initiatives to enhance the overall HR framework, ensuring alignment with organizational goals and objectives.
• Led the redesign of talent acquisition processes, resulting in a 20% increase in the efficiency of hiring top-tier talent.
• Implemented innovative employee engagement programs that boosted morale and productivity, contributing to a 15% improvement in overall team satisfaction.
• Advised executive leadership on key human capital decisions, fostering a culture of collaboration and inclusivity.
• Established data-driven performance management systems, leading to a 25% improvement in employee performance and development.
• Played a pivotal role in organizational restructuring efforts, streamlining operations, and achieving a 15% reduction in HR-related costs.
• Collaborated with cross-functional teams to develop and implement diversity and inclusion initiatives, resulting in a more inclusive workplace environment.

• Orchestrated a comprehensive HR overhaul as the Interim CHRO for the nation's largest post-acute care provider during a contractual engagement.
• Implemented strategic workforce planning initiatives, aligning human capital resources with the evolving needs of the organization, and ensuring optimal team structures.
• Redesigned the talent acquisition process, resulting in a 25% reduction in time to fill key positions, and an enhanced ability to attract top-tier industry talent.
• Spearheaded the development and execution of a targeted employee training and development program, resulting in a 30% increase in workforce skill proficiency.
• Established data-driven HR metrics and analytics, providing actionable insights to leadership for informed decision-making and resource allocation.
• Led the integration of technology-driven solutions in HR processes, streamlining operations, and enhancing overall efficiency by 20%.
• Collaborated with department heads to identify key performance indicators, and implemented a performance management system that contributed to a 15% increase in employee productivity.
• Provided strategic guidance on organizational culture initiatives, fostering an inclusive, and innovative work environment.
• Improved leadership development by designing and implementing targeted training programs for managers and executives.
• Enhanced employee satisfaction by implementing innovative HR policies and programs.
• Reduced turnover rates through effective talent management and employee engagement strategies.
• Maintained compliance with employment laws and regulations through continuous monitoring of legal updates and prompt implementation of required changes.
• Collaborated with cross-functional teams to address employee concerns and provide innovative solutions to complex HR challenges.
• Managed labor relations by facilitating open communication between management and employees, fostering a collaborative work environment.
• Supported succession planning efforts by identifying key roles within the organization that required proactive talent pipeline development strategies.
• Established strong relationships with external partners, such as universities, professional associations, and recruitment agencies, to expand talent pools.

• Orchestrated a transformative vision for talent management, guiding individual contributors and first-time managers toward impactful careers and progression.
• Spearheaded change initiatives that elevated productivity, heightened employee engagement, reduced costs, and bolstered organizational effectiveness.
• Pioneered inclusive organizational practices, ensuring processes, tools, and approaches fostered diversity and equity.
• Amplified talent acquisition capabilities, resulting in a remarkable 30% increase in attracting top-tier talent, and fostering improved retention rates.
• Championed and ingrained company culture, effectively communicating, and instilling corporate values across all organizational levels.
• Provided executive coaching and leadership development, leveraging relationships and influence to enhance the capabilities of executives and leaders.
• Crafted a robust employment brand, cultivating a reputation for attracting high-performing talent externally, and promoting internal growth opportunities.
• Engineered an organizational design and rewards structure that reflected a dynamic business environment, incentivizing behaviors aligned with company values, and driving growth.
• Formulated a long-term vision based on internal and external factors, guiding the People team in executing tactical plans to bring that vision to fruition.
• Collaborated with management peers to deliver weekly, monthly, and quarterly key performance indicator (KPI) reports for People Ops, supporting the monthly KPI publication.
• Played a pivotal role as a key advisor in M&A activities, contributing strategic insights and expertise to drive successful integration.

• Served as the senior HRBP for Infrastructure, a critical role partnering with teams overseeing hardware design, quality, supply chain, technical program management, server budget and allocation, long-term infrastructure planning, and global data center site operations.
• Developed a comprehensive workforce plan, facilitating hyper-scaling teams at an impressive rate of 35% year-over-year, meticulously accounting for all associated risks and dependencies.
• Executed best-in-class initiatives, programs, and practices, positioning the HR function as a strategic driver of organizational success.
• Fostered a culture of trust among the HR team, leadership, and staff, leveraging a deep understanding of HR practices, curiosity, fluency in progressive people practices, and an empathetic leadership style.
• Utilized relevant people, data, and analytics to provide strategic insights, guiding decision-making processes, and ensuring alignment with organizational goals.
• Mastered the integration of organizational rigor and process, enabling scalable growth without sacrificing nimbleness and agility.
• Played a pivotal role in driving the success of hyper-scaling teams, contributing to Facebook's ability to adapt and thrive in a dynamic, fast-paced environment.
• Demonstrated proficiency in balancing the need for structure and efficiency with the importance of maintaining flexibility and agility, ensuring the organization's ability to navigate change effectively.

• Functioned as the senior HRBP, serving as a key partner for global Technology and Supply Chain teams
• Spearheaded a remarkable 36% year-over-year growth for both teams, contributing to the overall success and expansion of the organization
• Played a crucial advisory role in M&A activities, providing strategic insights and expertise to ensure seamless integration and sustained success
• Established robust analytics and metrics to measure effectiveness, driving continuous improvement in both people and business outcomes
• Identified and reported organizational effectiveness solutions to the Executive Team, offering strategic recommendations to enhance overall performance
• Demonstrated a proactive and results-driven approach in aligning HR strategies with business objectives, contributing to the achievement of key organizational goals
• Successfully navigated the complexities of supporting global Technology and Supply Chain teams, fostering a positive and impactful work environment
• Developed and implemented initiatives that not only supported but accelerated the growth trajectory of both teams, reinforcing Under Armour's position in the industry

• Created an engaged workforce across acquired companies
• Created a Human Resources Intranet/Wiki - the go-to place for news, information, policies, procedures, and training videos
• Providing a common page for all Human Resources employees
• Created and implemented the annual employee satisfaction survey and stay interns
• Developed a Communication Toolkit for Leaders - used to cascade management messages in a timely and consistent manner
• Created a core culture video and eight core competencies with behavioral measures of performance along a continuum (surface, deep, and profound)

• In this role, I led human resources for one of the world's leading food and beverage brands
• Human Resources leader for the Cheese & Dairy Sector with a primary focus on team formation, change management, organizational design/development, leadership selection, and management skill development
• Led a team of 3 HRMs and 1 staffing manager
• Reported to Director HR, Cheese & Dairy Sector
• Focused on communication and culture with an employee group that recently decertified
• Improved employee communication by implementing an employee newsletter, kiosk, and employee cafeteria
• Incorporated video displays, focus groups, individual employee meetings with leadership, and regular department communication meetings
• Established an employee advisory committee
• Result: Reduced grievance/issue resolution activities by 72%

• Provided HR generalist services to the Southern region and Toronto, ON-based client groups
• I oversaw daily HR functions for the North American Group Claims Division