Olivia Tartan

Assistant VP of HR

Huron Consulting Group (Professional services Consulting firm) April 2018- present

Day to Day:

Responsible for designing and delivering a comprehensive talent strategy in support of the organization’s goals and spanning talent acquisition, retention, talent development, total rewards, and enabling infrastructure. Develop and administer a new organization-wide people performance management system, including support to all levels of management on goal setting, feedback, coaching, and appropriate handling of performance issues.

Lead succession planning efforts to ensure continuity in key leadership positions.

Oversight of compensation and total rewards, coaching and leadership development.

Demonstrated active involvement in HR Program management, communications, and operational excellence while steering program teams for flagship growth and achieving three promotions within five years.

Improved Culture, Leadership & DEI: Created an inclusive and enhanced employee experience that strengthened and helped shape the enterprise culture. Introduced a strong DE&I ecosystem and strategy including employee resource groups, VoE (voice of employee ecosystems) DE&I growth programs, leadership pipeline improvement. Achievements resulted in 15% improvement in senior level minority representation improvement in 3 years, 100% execution of equity, compliance studies globally and receiving the Equality 100+, Best Places for Women in Leadership, awards for the organization.

Optimized growth designed and executed robust HR program management: Developed scalable and equitable policies and processes that work across countries and teams to support organizational growth. Optimized the organization to accelerate sustainable growth, helped business expand business and headcount by 75% in 4 years. Architected and executed against a robust HR program agenda to deliver high potential programs, strengthen next level leadership development, C-suite succession planning, geo-diversification, risk, and compliance management. Designed total rewards strategy to meet market expansion, increase performance metrics. Curated a strong hybrid workforce communications strategy, enhanced CEO and enterprise, investor and board level presentations and communications.

Co-led a successful HR transformation focused on People analytics, simplifying processes, introduced a new HR service delivery model, and implemented Work-Day technology with an initial NPS of over 75%. Merged talent and OE centers into an integrated team, delivering solutions to the C-suite and senior leaders. Developed and deployed products/solutions in executive sourcing, coaching, mentoring, succession, leadership effectiveness, organization optimization, and change management. Efforts resulted in Huron’s execution against its new operating model.

Improved organizational health: Drove C-suite change initiatives, achieving 95% high performer retention and 85% employee engagement. Enhanced DEI Program and EVP strategies, resulting in a 25% increase in engagement. Led Huron to accolades as Best Consulting Employer, Best Places to Work, and a Top Place for Female Executives from 2020-2023. Serve as a trusted advisor and HR partner to senior leadership; setting talent priorities, lead organization change initiatives, advising on employee relations, recognizing critical risks, and identifying opportunities for organizational development

Assistant VP of HR 07/2013-4/2018

FTI Consulting

Day to Day: Reported to the CHRO and Services CEO, promoted to HR Managing Director after being hired as the Practice Global HR Leader for FTI Consulting for a 5000 global employee workforce. Led comprehensive efforts in attracting, engaging, hiring, developing, and retaining top professionals. Oversaw all aspects of human capital, including talent acquisition, talent management, learning and development, workforce planning, compensation, and benefits.

Led Start up to enterprise integration, and new market expansion: Orchestrated the successful stand-up/start-up of a services business, designing the operating model, total rewards, culture, leadership selection, performance, labor relations, interoperability standards, and change management. Implemented agile, cost-competitive solutions for rapid scalability and entry into new markets.

Executed on aggressive Talent acquisition strategy and Total rewards design during hyper growth stages: Streamlined executive talent acquisition, resulting in a 20% improvement in diverse candidate consideration and selection at all executive levels. Reduced executive recruiting costs, generating recurring savings of $2.2M through improved contract terms. Designed and launched a broad professional services firm total rewards strategy to offer transparency, compliance, and employee value proposition alignment. Designed materials and communications strategy to execute total rewards strategy across NA, EMEA and APAC markets.

Designed hyper performance focused programs: Architected high-potential, succession management, leadership assessment, and performance programs, enhancing diversity representation on executive succession plans by 52%. Improved management effectiveness scores from employee engagement surveys by 5-10 points yearly from 2013 to 2018.

Coached and developed next generation of leaders: Evolved executive coaching into a valuable leadership tool, reducing external costs by 80%. Improved the success of executive transitions and shortened onboarding time to productivity based on direct manager feedback.

Day to Day: As the Market Human Resource Leader at Genpact, directed the development and execution of human resources strategy across the NA & EMEA offices, overseeing 3,000 employees. Played a pivotal role as the human resources advisor and executive leadership team member, influencing key decisions in talent management, deployment, workforce planning, compensation, and Great Place to Work programs. On point for establishing all human resource functions, strategies, processes, and initiatives in North America and EMEA markets, contributing to the development of a comprehensive HR strategy aligned with regional objectives. Provided regional support across multiple business units.

Led M&A, governance, and global compliance. Played a crucial role in leading M&A efforts, ensuring seamless integration of acquired entities. Collaborated cross-functionally to align HR strategies with financial objectives, implement governance structures, and optimize workforce capabilities.

Led private to public expansion: Orchestrated comprehensive human capital initiatives to strategically prepare the organization for a successful public offering. Navigated complexities of the pre-IPO phase, contributing to the seamless transition to a publicly traded company the Market Human Resource Leader at Genpact, directed the development and execution of human resources strategy across the NA & EMEA offices, overseeing 3,000 employees.

Regional Head of HR, NA, Caribbean, and Latin America

THE RITZ CARLTON HOTEL March 2001 to Aug 2011

Day to Day: Span of 10 years, partnered with company leaders to define strategies to build emerging capabilities in the medium term and create viable options for the long term. Responsible for strategic initiatives and teams, including the design and build of RC company brand, strategic plan, and management routines; design and oversight of the property transition process and playbook; development of all core human resources and talent programs; and leader of the investor, brand partner and annual engagement process.

Designed and built the Talent Acquisition Center of Excellence (TACOE), the company's centralized talent recruiting team, and FAST TRACK program to develop new select-service general managers.

Orchestrated learning, training & development, quality and NPS improvement: Worked in the hotel industry in positions across organizational development, training, quality management and hotel operations for The Ritz-Carlton Hotel Company. Played a pivotal leadership role in overseeing enterprise talent, organizational design, and change management activities, contributing to the successful integration of a combined portfolio of over 10 hotels and 10,000+ associates across more than 5 countries.