Summary
Overview
Work History
Education
Skills
Affiliations
Skills
Timeline
Generic
Kelly Joscelyne

Kelly Joscelyne

New York, Dallas

Summary

Dynamic Executive HR Business Partner and Talent Specialist with over 20 years of international experience across Australia, the United Kingdom, and the USA. Expertise in collaborating with business leaders to develop and implement impactful people strategies tailored for the Technology, Global Consulting, Finance, and Banking sectors. Career highlights include strategic HR leadership roles and management of Talent Centers of Expertise. Notable achievements include leading enterprise reorganizations, driving employee engagement initiatives, enhancing team performance through learning simulations, and supporting CEO succession planning and talent development.

Overview

27
27
years of professional experience

Work History

Head of Global HR, Vice President

INDEED
12.2022 - Current
  • Partnering directly with the CEO and Heads of Business and their leaders to transform and solve strategic talent and human capital issues. 10,000+ employee base.
  • Senior HR Strategy Advisor leading the Global HR Business Partner team for the enterprise.
  • Responsible for 70 HR Business Partners located across multiple geographies. US, UK, Ireland, Europe, India, Singapore, Australia, Mexico, Brazil, Canada, and Japan.
  • Developed a cadre of HR professionals responsible for end-to-end talent strategy and execution for R&D, Corporate Functions, Revenue generating, and full International business.
  • Serving as a strategic thought partner, helping to shape an HRBP function and team that is innovative, business-centric, data and insight proactive. Team performance management and development.
  • Led multiple highly complex global reduction in force initiatives to right size the business. 4,000 exits over a 3 year period in 3 reduction in force initiatives.
  • HR workstream leader for major reorganization of Recruit and Indeed entities in Japan. Formation of 3 new business entities, and shifting of the employee base across each.

Chief Talent Officer – Executive Vice President

MASTERCARD
02.2017 - 11.2022
  • Responsible for setting the vision, strategy, and overseeing Talent priorities across the global organization (22,000).
  • Responsibility for leadership development, people manager development, graduate experience, talent identification and succession planning, performance management, mentoring and coaching, pro bono and minority initiatives, social purpose / skills-based volunteering.
  • Areas of impact: Transformed the Talent COE from project based outcomes to a set of strategic expert specialisms with regional / business execution. Global alignment and scale of talent activities to deliver a consistent value proposition with greater impact – cost saves, talent upskill, and improved customer experience scores.
  • Partnered with the senior executive team on CEO succession – internal talent assessment, external benchmarking, market mapping, and strategic development pathways for internal talent (internal CEO successor named in 2020).
  • Implemented a new suite of leadership development interventions and programs for emerging talent, mid level leaders, and senior executives – world class net promoter scores.
  • Full review and change of a revised talent identification, planning, and development strategy – removal of 9-box methodologies and introduction of strategic ‘action orientated’ development segments to better align talent readiness with succession plan realization – significant growth in female representation in leadership positions.
  • Annual People and Capability report written and developed for Board.

Global Talent Management Leader

PRICEWATERHOUSECOOPERS
06.2015 - 02.2017
  • Led Talent Management Strategy for the PwC global firm (200,000 employees) - development and implementation of key talent and succession activities, policies, practices, and measures.
  • Management of multiple executive stakeholders in a complex globally matrixed partnership model to achieve alignment and consistency of core talent practices and their execution.
  • Areas of impact: Represented the US in a global think tank / change team for the redesign of performance management. Implemented removal of fixed ratings for performance measurement and shifted towards meaningful feedback at service of self-managed career development.

Assurance Human Capital Leader

PRICEWATERHOUSECOOPERS
11.2012 - 05.2015
  • Head of HR for the US Assurance business (45,000). Supporting the senior leadership team as an advisor and counsel on people related issues, driving HR/talent activities, and leading a team of HR business partners and specialists at service of the Assurance practice strategy.
  • Areas of impact: Strategic HR advisor to Senior Managing Partner during a period of intense regulation – upskilled the HR function at service of compliance requirements and supported with an ongoing communication strategy for employee engagement - ‘The PwC Experience’ (winning behaviors).
  • Internal mobility strategy implemented to encourage the development of talent across geographies – significant rise in the deployment of US senior talent in high growth markets with increased global acumen. China, India, and Central Europe.

Group Head of Resourcing – Senior Vice President

HSBC - Hongkong & Shanghai Banking Corporation
06.2009 - 11.2012
  • Key specialist in the Talent COE in HQ London (300,000). Set the resourcing strategy (recruitment and sourcing), policy, and practices for the global organization.
  • Ran the global mobility strategy and supported the operation of the Global Talent Pool – a cadre of internationally mobile talent deployed strategically against bank priorities.
  • Wrote and launched the first set of Resourcing policies and guidelines for full global adoption across the bank.

Senior HR Business Partner / HR Director

PricewaterhouseCoopers
07.2002 - 06.2009
  • 7 years bridging Senior HR Business Partner and Talent / Development positions for the UK firm.
  • Led HR Team for the Tax practice and supported the Global Managing Partner on a variety of global projects including an international mobility strategy, global talent management alignment, and ran leadership summits for Senior Partners in India, Russia, Germany, and the US.

Senior HR Business Partner

ARTHUR ANDERSEN
08.1998 - 07.2002
  • HR business partner for the Consulting practice followed by a tour to London to run what was one of the first of its kind ‘Employee Flexible Benefits’ schemes - reward and benefits policy group. Scheme became an award winning program - 'Alpha'.

Education

Executive Education - Wharton Chief Human Resource Officer Program

University of Pennsylvania
Philadelphia, PA
12-2025

Master of Business - Human Resources

Charles Sturt University
Bathurst, Australia

Bachelor of Arts - Psychology / Sociology

Macquarie University
Sydney, Australia

Skills

  • Passionate about creating unique skills-based experiences across the talent lifecycle Metrics and Insights to inform talent processes – from early career hires to senior bench strength
  • Strive to reimagine talent activities against the future of work – AI enhanced, human centric, simple, and trust based
  • Led multiple highly complex global business reorganizations for Indeed Significant reductions in force and new business entities formed Successfully navigated employment law in international jurisdictions to ensure risk management and compliance
  • Developed a number of signature leadership interventions for Mastercard to raise the voices of key talent within corporate environments including; ‘Women Who Lead’ – developing a leadership narrative that is ‘heard’ and has impact, ‘Relaunch Your Career’ – a return to work scheme for career break professionals, ‘Mentoring Matters’ – global matching program with a tailored development curriculum for rising women (1,500 participants), ‘Boards for Impact’ – connecting talent to nonprofit boards to serve and build leadership skills, ‘Moral Decency Fellows Program’ in Partnership with the HOW Institute NYC, ‘Mutual Mentoring’ – a breakthrough 360 personal mentoring experience for Mastercard leadership team
  • Formally ran PwC’s Leadership & Gender Equality Series – ‘Aspire to Lead’ This initiative worldwide, has connected over 30,000 (and counting) students, executives, and PwC employees from over 100 countries to diverse thought leadership
  • Consulted and advised the United Nations Women team on the ‘HeForShe’ Gender Equality movement, for which PwC and Mastercard are global supporters

Affiliations

  • Weill Cornell Medicine Advisory Committee – Faculty Diversity Advisor
  • 30% Club: Gender Balance on FTSE 100 Boards - Steering Committee Member
  • St Mary’s College of California: School of Business & Economics – Former Advisory Board Member

Skills

Specialist skills in Leadership Development, Talent Succession, Strategic Resourcing, Workforce Planning and Organizational Design, Culture and Engagement, International Mobility, Inclusion and Belonging, and Social Purpose for skills-based development.

Timeline

Head of Global HR, Vice President

INDEED
12.2022 - Current

Chief Talent Officer – Executive Vice President

MASTERCARD
02.2017 - 11.2022

Global Talent Management Leader

PRICEWATERHOUSECOOPERS
06.2015 - 02.2017

Assurance Human Capital Leader

PRICEWATERHOUSECOOPERS
11.2012 - 05.2015

Group Head of Resourcing – Senior Vice President

HSBC - Hongkong & Shanghai Banking Corporation
06.2009 - 11.2012

Senior HR Business Partner / HR Director

PricewaterhouseCoopers
07.2002 - 06.2009

Senior HR Business Partner

ARTHUR ANDERSEN
08.1998 - 07.2002

Executive Education - Wharton Chief Human Resource Officer Program

University of Pennsylvania

Master of Business - Human Resources

Charles Sturt University

Bachelor of Arts - Psychology / Sociology

Macquarie University

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Kelly Joscelyne