Shayla Southworth, MSHRM, CPTD

I serve as strategic advisor to executive leadership, strengthening culture, performance, and talent readiness.

• Translate enterprise engagement insights into executive-level action plans that align with business strategy and core values, increasing leader accountability and targeted improvement.
• Achieved 100% completion of executive succession plans by aligning talent criteria to business priorities, coordinating HR and business stakeholders, and tracking readiness metrics to accelerate the leadership pipeline.
• Partner with senior leaders to improve team effectiveness through facilitated sessions and 360 debriefs, achieving 95%+ NPS and consistent executive endorsement by embedding coaching practices and follow-up action plans.
• Build trusted, confidential coaching relationships with C-level and senior leaders, providing one-on-one executive coaching and recommending external coaches when needed to ensure consistency, quality, and scalability.

• Led global talent, performance, and succession management strategy for a 30,000-employee matrixed organization, partnering with HRIS and business leaders to leverage people data and reporting for talent decisions.
• Enabled Talent Partners and business leaders with tools, career frameworks, and role-based learning approaches that increased talent mobility and succession depth by clarifying skills gaps and development actions.
• Embedded global talent and performance principles to align priorities, improve engagement, and strengthen performance conversations by establishing shared language, norms, and measurement.
• Co-designed an executive development program integrating simulations, premier business school partnerships, and applied leadership projects to develop leadership presence and strategic impact for high potential leaders.
• Developed a globally consistent individual development plan focused on competency development and measurable actions, reinforcing continuous growth through regular check-ins and coaching practices.

• Reestablished the OD function by assessing needs, modernizing programs, and elevating leadership capability while consulting with HR partners and functional leaders to ensure alignment with mission and values.
• Managed learning strategy, vendor relationships, marketing, facilitation, and design of employee and leadership development programming with attention to consistency, quality, and scalability.
• Redesigned new hire onboarding, reducing baseline new employee questions and issues by 42% through clearer role-based training, improved documentation, and coordinated HR and hiring manager handoffs.
• Project lead for two LMS implementations, governing adoption, standards, metrics, configuration, and system training/materials while collaborating with IT and learning partners to integrate data and reporting.
• Designed an interactive leadership communications course requested by the CEO to build trust, collaboration, and feedback skills, delivering 90% course effectiveness through applied practice, modeling, and follow-up tools.

• Developed and executed strategies to advance talent management adoption, improve engagement, and renew trust in OD initiatives by engaging leaders and external vendors.
• Optimized global talent processes to identify critical roles, strengthen succession pipelines, and drive individualized development and coaching for high potential leaders.
• Owned global learning operations end-to-end, specializing in blended learning and adult learning methodologies, and ensured learning approaches reinforced business priorities and cultural signals.

• Delivered learning solutions that enhanced user adoption by 35% by aligning training to client business objectives and measuring pre/post usage to demonstrate ROI.
• Designed and facilitated customized, multi-modal training informed by deep industry understanding and client needs, incorporating virtual and classroom delivery.
• Trained diverse external clients via large-scale presentations, virtual delivery, classroom programs, and targeted coaching, partnering with product and account teams to ensure relevance and impact.

• Used engagement surveys, focus groups, and talent metrics to create customized retention and development opportunities tied to people strategy.
• Led enterprise overhaul of onboarding to ensure consistent experience across locations, improving role clarity and new hire readiness.
• Executed performance management strategy, advising leaders, shaping communications, and increasing accountability using SuccessFactors.

• Guided organizational change through project management, process improvement, system implementation, training, and HR Business Partner support in a complex, global environment.
• Project manager for a two-year HR process optimization and ERP implementation, leading a cross-functional team to document requirements and secure stakeholder buy-in.
• Training deployment lead supporting knowledge transfer and adoption through classroom training, e-learning, train-the-trainer, and job aids, ensuring consistent quality and measurable uptake.