Webinar: Skills-Based Talent Management
Includes a Live Event on 02/03/2022 at 1:00 PM (EST)
Are you ready to benefit from skills-based talent management? By simply defining jobs with skills, your organization can connect talent with work in a more modern, agile way — and better meet the changing business landscape, as well as use workforce skills data to reduce decision-making bias and support a broader diversity, equity and inclusion strategy.
For most organizations, the base unit of managing a workforce has traditionally been a job. During the 20th century, job descriptions and titles defined how we thought about work, set salaries and made critical decisions around talent and workforce transformation. In recent decades, however, companies have reimagined that unit of work. Work has experienced seismic disruptions as we have become more interdependent, knowledge-focused, specialized and flexible about where, when and how we work. As a result, the base unit of work has fundamentally evolved: from jobs to skills.
Skills are now the primary way to define work: how we deploy talent, manage careers and even reward employees. Organizations that cannot connect skills to work are at risk of being outpaced by those that can more rapidly deploy mission-critical talent. HR is the central hub for skills consulting in the organization, developing skills programs that are timely, relevant and agile enough to support the organization’s strategy through skills assessment, talent development and employee reskilling.
- - Develop the use case(s) to start with - understanding how to use a skills framework in your organization and build your case with executives for why you should invest in and embed skills.
- - Identify a skills data set that will meet your needs - discover how to identify the skills that are needed today and into the future, and how to empower your organization to manage talent for business capabilities in ways not traditionally seen
- - Learn how to apply a skills framework to your use case, and connect skills to existing programs, IT systems and processed
John is a Senior Principal in Mercer's HR Transformation practice based out of Boston. John’s focus areas include HR function & technology assessment, HR target interaction & target operating model design, sourcing strategies/vendor selection, talent process reengineering, M&A due diligence & transaction management, and interim HR leadership.
Prior to Mercer, John had extensive corporate experience where he held leadership positions in HR management and cross-functional, global project management; his last role was as the Chief HR Officer of a midsize, publicly traded company and his first career was as an officer in the US Navy. In these roles, he managed both large global and small local projects including M&A due diligence & transaction management, HR transformation & outsourcing, talent strategy, and HR technology assessment, selection & implementation; as well as he was the servant leader to HR and the strategic advisor to his peers in the C-suite.
Due to his extensive corporate HR experience and passion for the profession, John leads a wide variety of client engagements as he brings a holistic view of HR and can understand and design solutions for a majority of his clients’ business challenges. If asked, he will tell you that his deepest area of expertise is bringing all of Mercer’s resources to bear for the benefit of his clients.
John has broad industry knowledge as a consultant having worked with clients in retail, manufacturing, healthcare, financial services, transportation, professional services, technology, higher education, and more. In addition, he is a member of Mercer’s Healthcare Provider and Financial Services verticals.
EDUCATION John holds a Master of Science degree in Organizational Leadership from Norwich University; a Bachelor of Science degree from the United States Naval Academy; and a Certificate in HR Management from Fairleigh Dickinson University.
Vlad is a Principal in Mercer’s Norwalk, CT office in the Career business, and consults on high-priority human capital issues to help clients deliver value. These include executive compensation, job architectures, skills frameworks, incentive plans, salary structures, and market competitiveness analyses. In addition, Vlad’s projects span related matters such as performance management and talent effectiveness.
Vlad is the lead consultant in the East Market for Mercer’s solution for skills-based talent and rewards practices. He co-authored a recent article titled “Getting Started with Skills,” and was a contributor to Mercer’s Global Performance Management Study. In addition to Rewards, Vlad works on HR effectiveness and HR Transformation projects, especially in M&A transactions to help clients prepare their HR operating models to scale for growth. Prior experiences include being the acting CHRO for a high-tech carve-out and numerous due diligence projects focusing on assessing the HR operations and technology of target companies. Vlad has also consulted to clients using Mercer’s proprietary leadership and talent effectiveness solutions to link pay and talent programs. He has helped organizations translate their missions and values into specific success profiles and skills, and also to evaluate talent by using Behavioral Event Interviewing (BEI) techniques, 360-degree surveys, and other assessment methods.
Vlad joined Mercer in 2018. Prior to Mercer, Vlad assumed positions of increasing responsibility in IBM's HR function. His positions included compensation, talent acquisition, talent management, HR transformation, workforce strategy and analytics, and HR Business Partner roles. Vlad also completed an international assignment to Bangalore, India.
Vlad holds an MBA in Finance and Economics with distinction from New York University’s Stern School of Business and a B.S. from Cornell University in Industrial & Labor Relations.