Vincent Gavigan

• Partner with senior business leaders, translating organizational objectives into talent and workforce strategies that drive measurable performance outcomes across multiple business lines.
• Partner globally across HRBPs, COEs, and business executives to shape and embed talent frameworks that advance readiness, development, and engagement
• Coach leaders on fostering high-performance and feedback-driven cultures rooted in leadership values and inclusivity
• Advise on organizational design, talent planning, and performance enablement to drive alignment and scalability across business groups
• Translate people analytics into action plans, leveraging dashboards to identify readiness gaps, talent risk, and development opportunities

Led enterprise succession planning, leadership programs, and performance enablement initiatives that strengthened pipeline health and leadership quality.

· Collaborate with senior leaders, assess organizational needs and implement talent development and retention initiatives including leadership trainings and skills assessment, attributing to a less than 3% attrition rate of high potential talent

• Facilitate talent review strategies by identifying high-potential talent and enabling crew and leaders to create meaningful development plans, influencing a promotion rate of 19% for high potential talent over a rolling 12-month period
• Lead our Divisional Talent Oversight Team, evaluating the effectiveness of talent development programs, utilizing feedback and performance metrics to refine strategies and maintain alignment with business objectives

Key Accomplishments:

· Launched an executive “Leadership Connections” program that improved visibility and engagement between senior leaders and successors; increased promotion velocity and readiness confidence

· Built scalable templates and standard work for succession and visibility assessments; 75% of critical roles identified with “ready soon” successors, while also improving quality and consistency of leader conversations

· Drove cross-divisional collaboration via the MD-1 Talent Forum, aligning five divisions on pipeline strategy and validation frameworks

• Directed enterprise early-talent recruiting and leadership pipeline programs during organizational transformation.
• Implemented a new hybrid recruiting strategy, which enabled the adoption of virtual technologies expanding our reach to over 3000 institutions and strengthen our brand across the U.S.
• Introduced an ROI-driven prioritization model that redeployed budget and resources toward high-yield recruiting channels
• Set performance standards for 5 direct reports and developed them through various coaching and training interactions
• Key Accomplishments:
• Orchestrated the end-to-end Grace Hopper initiative (strategy, logistics, stakeholder readiness, candidate experience), driving a 25% increase in interviews and doubling hire conversions
• Partnered with analytics teams to define aspirational hiring targets based on addressable market data (EMSI/IRC), influencing leadership buy-in and workforce planning

• Led cross-functional initiatives to digitize recruiting operations and enhance candidate engagement.
• Consulted with internal stakeholders to define talent profiles, and delivered solutions to attract and engage with candidates via campus events, marketing strategies, and through new implementation of online recruiting tools
• Built and maintained effective relationships with target schools and strategic external partners, and executed on 100+ events that fueled our recruiting funnel with high potential and diverse talent
• Key Accomplishments:
• Designed scalable virtual recruiting model for MBA and leadership pipelines, expanding reach to 30+ universities and improving cycle time by 20%

• Managed a team and built candidate pipelines through our offer expansion in over 20 different states, as well as increasing our return on investment from our internship programming.
• Coached, trained, and supported team members by creating role specific training modules, individual competencies, and monthly goal reviews for continued professional development
• Managed our department’s annual budget, while expanding talent sourcing initiatives across the United States
• Key Accomplishments:
• Enhanced student programming efficiencies; increased turnaround and eliminated email communication by transitioning mentor feedback in our applicant tracking system, and developed an online request system for universities to have instant visibility of mentor availability and easier communication for confirming placements

• As the Senior UR Specialist, my role consisted of the UR Specialist functions below, with these additional responsibilities:
• Ran reports and analyzed data to display our recruitment investment from all events, and tracked all new grad hiring activities, such as: total number of hires, source of hire, cost per hire, and interview-to-offer ratios
• Researched and onboarded an early talent specific staffing agency, which assisted in the growth of our brand through a variety of media services, along with aiding the increase of hiring goals

• Managed on-campus relationships and recruitment strategies, while collaborating internally with practice leaders to ensure proper alignment between business needs and our early talent attraction presence.
• Developed and maintained relationships with target universities, students, academic faculty, and alumni associations
• Organized and supported the FOX booth at job fairs and conferences, gathered potential leads, and cultivated relationships through the recruitment funnel up to the point of interview