Larry Duffey

• Played a significant role in the design, program implementation, facilitation and measurement of the award-winning Lead – Essentials for People Leadership program. Currently the program manager for all aspects of Lead.
• Partner with the business leadership on key business critical initiatives. Led the design and implementation of a new first-time leader program (SkillUp) to support the immediate developmental need for elevated new supervisors during key business transformations.
• Served as the subject matter expert for the Oracle Learning module implementation. This effort required leadership and influence of others on the team, key decision making, communication with key stakeholders, partnering with various members of the project team outside of Talent Development resulting in the launch of the first-ever corporate-wide learning management system.
• Ensure the investments in integral learning resources are being maximized. I have led successful efforts to increase the success of LinkedIn Learning’s integration with the learning strategy. Targeted efforts with business leaders and integration into key communications channels have led to record activation and utilization.
• Lead the executive onboarding program for the organization. These efforts have led to an improved product and process for key stakeholders to welcome and integrate a new senior leader.
• Ensure generative AI and all other forward-looking technologies are an integral part of the Talent Development team’s principles, processes and programs. This includes incorporating applications like Copilot into training programs and daily tasks of the team.
• Provide strategic oversight to all aspects of program measurement and reporting for the Talent Development team with much success in centralizing and simplifying associated processes. Partner closely with the Talent Optimization team to make sure all team expectations are met.
• Provided direct leadership for the team’s Training Associate. This included all aspects of the Associate’s production and performance including the selection for the role, training, goal setting, coaching and measurement of success (2023-2025).
• Director, Talent Development for one the largest real estate companies in the United States.

• Managed the Learning and Development function responsible for the technical development of the organization. This included the design of the function, hiring of the team, partnership with senior leaders on priorities/goals and leading four training professionals in the full L&D cycle for various learning initiatives.
• Lead the human resources support for a hyper growth for the REALtech operation. The operation of approximately 60 employees grew by 100 in a span of three months. This required a great deal of partnership in recruiting, training, org design and leadership development.
• Worked very closely with Centerbridge to ensure a smooth transition for TRGC to move from being a wholly owned operation to a joint venture. This unique partnership continues with focus on organizational growth, employee communication and infrastructure design.
• Partnered very closely with the National Operation Center leadership to ensure that the transition was smooth to allow for a new RTG leadership structure to be successful.
• Director of Human Resources and had responsibility for the learning and development function for a national title insurance and settlement services provider.

• Responsible for the Human Resources support throughout the eastern and southern regions of the organization (approximately 1000 employees).
• Managed a team of Human Resources Business Partners and talent acquisition specialists responsible for supporting the leadership and employee populations.
• Provided strategic human resources consulting and problem-solving solutions on complex issues to senior and middle level business leaders.
• Lead significant organizational change initiatives aimed at improving efficiencies and improving margins.
• Conducted the due diligence and integration for multiple acquisitions in various locations.
• Continuously strived to improve the performance of employees through a comprehensive talent management process.
• Communicated engagement survey results, created action plans with business leaders on opportunities and measured the success of those efforts.
• Conducted regular talent reviews with senior leadership for leaders of various levels. This includes succession and development planning.
• Conducted talent reviews and 360-degree feedback for key executives which included providing feedback and creating action plans that lead to improved leadership performance.
• Responsible for all aspects of employee relations, employee on-boarding/off-boarding, and implementation of HR information systems.
• Developed leadership training for leaders of various levels.
• Developed and implemented comprehensive sales training initiative targeted for all sales representatives across the country resulting increased sales skills application, CRM utilization and sales results.
• Managed the technical training efforts for all operating system rollouts as well as new hire needs.
• Vice President of Human Resources and Learning and Development for a national title insurance and settlement services provider.

• Managed a team of training professionals responsible for the leadership, professional and technical development of the organization.
• Supported Realogy Corporation leadership and professional development initiatives.
• Participated on the Realogy Policy Committee, Realogy Training Committee and TRG Diversity and Inclusion Council.
• Implemented a new performance management, Guided Coaching, review program.
• Designed and implemented a formal Leadership Development curriculum for which leaders of levels participated in to improve their leadership skills.
• Designed and implemented the Strategic Techniques Achieve Remarkable Success program. This sales management program provides the sales force with the direction, education, recognition and measurement necessary to improve their sales results.

• Responsible for the leadership, professional and technical development of the organization.
• Built the Learning and Development department from the ground floor. Some accomplishments: hiring training professionals, conducting needs assessments across the organization and closing performance gaps, designing a new hire orientation, designing and implementing numerous leadership and professional development training programs.
• Lead the creation of the TRG Diversity and Inclusion Council. Served as the Chairperson for the initial 18 months for the Council.
• Instituted The MAGIC of Customer Relations customer service program to support the service focused culture.

• Led the effort to be recognized by Training Magazine as the #23 best training department in the country. Managed a team of Training Consultants dedicated to meeting the leadership, professional development and software knowledge needs of the company.
• Consulted regularly with the senior leadership to ensure development needs were being met.
• Lead the implementation of a new learning management system.

• Managed a team of training professionals
• Conducted MAGIC Certification programs for various Cendant companies resulting over 100 trainers certified.

• Designed and facilitated leadership and professional development programs.

• Managed a team of training professionals.

• Handled the full coordination of various training programs.
• Utilized a learning management system to support registration and measurement.