Pete Radigan

20-YEAR HUMAN PERFORMANCE DEVELOPMENT PROFESSIONAL

A dynamic, innovative senior executive, with a broad range of experience in talent development strategy, and implementation. This leader and strategic planner seeks to apply his diverse skills to align workforce/talent management, talent development and talent technical infrastructure to organizational business objectives. Bringing 20+ years of progressive learning & development success in providing human performance solutions enabling visions that have created transformational organizational change.

• Extensive background in Human Performance Improvement, including 5 years experience in foundational to Officer level development, transitional management and leadership skills, assessment and gap analysis, aligning learning solutins to competencies, compliance training, blended learning approaches and eLearning methodologies
• Demonstrated success in managing multiple broad-scope projects through identifying key stakeholders, fostering a collaborative approachresource identification and mobilization, change management and operational implementation.
• Proven problem-solving skills through consultative and root cause analysis, synthesizing the complex into the understandable, seeking creative solutions and leveraging resources.

KEY STRENGTHS

• Learning & Development Strategy
• Global Talent Strategy
• Content Management Strategy
• Talent Management & Leadership Development
• Training as a Revenue Center
• Human Performance Management
• Domestic/International Compliance Strategy • Organizational Competency Alignment
• Talent Development Performance Analytics
• Talent Scorecard Metrics
• Position Specific Leadership Skill Mapping
• Analyze and troubleshoot learning content and learning systems • Process Improvement
• Change Management
• Global Talent Management Systems
• Learning Management Systems (LMS)
• Content Management Process Improvement
• Predictive Training Analysis

ACHIEVEMENTS

• Developed the strategy for and led the implementation of managing “Big Data” by integrating data from learning management systems (LMS’s), behavioral metrics, performance management systems and HR analytical data to create predictive training plans. •Developed the strategy, mapped the technical specifications, and developed the skill mapping for the larges