Areas of expertise include:
Human capital strategy – Working with groups, teams, business units, and organizations to align talent strategies and human capital programming with enterprise-level business imperatives
Improving leadership skills – Working with organizations to design and implement learning and leadership development programming and experiences to increase organizational performance and productivity
Increasing organizational effectiveness – Working with leadership to ensure organizational structure and management processes support the mission and long-term continuity i.e., succession planning, talent reviews, organization design, competency modeling, performance management, selection
Analyzing talent data and conducting organizational research – Working with organizations to collect and/or leverage data to improve talent and organizational decision making
Employee engagement and employee experience branding – Working with organizations to asses and leverage employee engagement as a working asset; helping organizations understand and align their external brand with the internal employee experience brand to assist in the attraction and retention of critical talent
Managing change – Working with organizations to lead and manage large, complex organizational capability and change initiatives
Michael has decades of experience designing, developing, and implementing data-driven human capital solutions that demonstrably impact an organization’s bottom line. He has designed, developed and managed numerous engagements for a variety of Fortune 1000 companies, across multiple industry sectors, including financial services. Michael’s consulting work focuses on talent management and other competency-based human resource system applications (i.e., selection, performance management, succession planning, learning and leadership development, and, career management systems), HR transformation, HR analytics, employee engagement survey design and analysis, organization design, employment branding, organization development and change management. Michael received a Ph.D. and M.S. in industrial/organizational psychology from Stevens Institute of Technology and a B.S. in psychology from Emory University.