Resume

As a senior Human Resources Executive, Michael Watson has deep experience building and revamping HR systems and developing talent to create great places to work.

Summary

mwatson-resume  • 20+ years’ executive-level experience in all facets of Human Resources strategy and execution for Girl Scouts of the USA (GSUSA) and Fortune 500 corporations, including GE, IBM and Time Warner Inc.

  • Highly successful at assessing and building HR systems, metrics, and strategies to support business goal achievement in multiple environments.

  • Excel at working with Executive Compensation Committees on executive pay systems and CEO evaluation.

  • Diversity and inclusion champion with track record establishing communications vehicles, partnerships, initiatives, and other strategies that increase diversity and demonstrate organizational commitment.

Areas of Expertise

  • Executive Compensation
  • Cross-Sector & Cross-Functional Collaborations
  • Diversity Strategy
  • Organizational Change
  • STEM Talent Trends
  • Executive Search
  • Employment Branding
  • Public Speaking, Media, and Writing
  • Nonprofit Sector Leadership
  • HR Start-Up and Turnaround

Career Highlights and Awards

  • Led two major reorganizations to streamline staff structure and facilitate Core Business Strategy implementation.

  • Initiated redesign of GSUSA’s executive and staff compensation systems, which strengthened organizational capacity to recruit, retain, and recognize talent.

  • Saved more than $3.2M since 2000 by outsourcing Girl Scout Council CEO Search function.

  • Increased diversity of Girl Scout Council CEOs from 8.9% in 1999 to 27% in 2013, the highest level in organization’s history.

  • Received the first Spirit of Collaboration Award from National Human Services Assembly (NHSA) in 2010 for leadership contribution to association of 85 nonprofits with 1.1M employees.

  • Received GE Capital Pinnacle Club Award and IBM Golden Circle Award for top performance.

Professional Experience

GIRL SCOUTS OF THE USA, New York, N.Y.

logo-gsusaSenior Vice President, Human Resources & Diversity (2009-2013)
Senior Vice President, Human Resources (2002-2009)
National Director, Human Resources (1999-2002)

Set human resources strategy for 366 employees at national office and provide shared services support for 112 affiliates with approximately 7,600 employees. Managed 23-member staff and $4M budget. Served as staff advisor to national board’s Executive Compensation Committee.

Organizational Development and Change Initiatives

  • Led human resources team that facilitated reduction of Girl Scout councils from 312 to 112 (64%) in four years, one of most significant restructures in GSUSA history.
  • Advised board and council team that successfully obtained approval to reduce national board membership by 25%, creating a more nimble and high functioning board.
  • Nominated 12 candidates for national board of directors who assumed leadership positions and improved board capacity.

Competitive Compensation

  • Redesigned compensation system, which improved ability to recruit and reward talent: implemented new salary bands, obtained board approval to allocate funds to increase compensation for 30% of staff who were below market, tied performance reviews and merit increases to fiscal year, increased rewards for high performers, and implemented recognition and spot award programs with explicit guidelines.
  • Successfully proposed Benefits and Compensation Subcommittee charter expansion, including addition of succession planning, incentive compensation, CEO evaluation and other strategic human resources issues. The new structure was approved and committee elevated to one of four standing committees.
  • Spearheaded efforts with CEO and Human Resources Committee to develop and obtain board approval for first Senior Leadership Team Incentive Plan.

Talent Acquisition and Staffing Strategy

  • Outsourced council CEO search function, which saved more than $3.2M since 2000, reduced time to fill by 63%, achieved 4.6 out of 5 satisfaction ratings from council search committees, facilitated hiring high caliber CEOs, and increased ethnic/racial diversity from 8.9% in 1999 to 27% in 2013.
  • Modernized staffing process, including implementation of online recruiting and telecommuting, resulting in significant reduction in classified ad utilization and increased access to field talent.

Diversity

  • Conceived and led development of first GSUSA diversity brochure that became nonprofit best practice for recruiting and fund development.
  • Initiated creation of first diversity section on GSUSA’s national website, using demographic charts and other resources to convey commitment to diversity.
  • Designed session and content for Conversation of Consequence: Moving Beyond Diversity to Inclusion panel discussion moderated by Soledad O’Brien in November 2011. The session was attended by 2600 participants and received a 4.29 out of 5 rating.
  • Initiated and co-managed National Human Services Assembly and New York University original research project on strategies to increase senior management diversity. Results published nationally.

IBM GLOBAL SERVICE, Somers, N.Y.

ibm-global-logoNY Human Resources Partner (1998-1999)

  • Collaborated with Development and Diversity Council to develop and implement high-potential tracking and development process for selected employees; Proposed and led task force that identified strategies to increase pipeline of minority students for future science and technology careers.
  • Implemented Organizational Improvement Program and senior management training.

SABBATICAL

(1997-1998)

  • Performed community service at two urban elementary schools in New Brunswick, N.J.
  • Helped develop education programs for students and piloted tutoring/volunteer program with Rutgers University.

TIME WARNER, INC., New York, N.Y.

time-warner-logoNY Manager, Corporate Human Resources (1993-1997)

  • Provided HR support for senior management for ten corporate departments including IT, Finance and Accounting, Internal Audit, and Community Relations.
  • Worked with VP and IT Directors to reorganize department, implement competency-based tools for employee assessment and development, and hire staff to improve client service.
  • Directed staffing efforts for corporate headquarters and significantly increased technical staffing.
  • Initiated and led team that successfully automated EEO-1 data collection and reporting process.

GE CAPITAL, Stamford, Conn., & Canton, Ohio

ge-capital-logoManager, Staffing and Cultural Diversity (Retailer Financial Services division, 1991–1993)

Summit Club winner (March 1992), a recognition reserved for GE Capital’s highest achievers.

  • Developed Retailer Financial Services’ first diversity strategy.
  • Established college recruiting strategy that resulted in most diverse management trainee class in history.

Manager, Human Resources (Retailer Financial Services, 1988-1991)

Pinnacle Club Winner (1990, recognition trip to Tokyo and Bangkok for GE Capital’s top performers.)

  • Established and staffed human resources department that supported 250% increase in employees.
  • Implemented strategies that increased number of high potentials while increasing gender, racial, and ethnic diversity to record levels.

IBM, Jacksonville & West Palm Beach, Fla.

ibm-global-logoMarketing Representative (1981-1986)

  • Marketed IBM mainframe, personal computers, office systems, and software to commercial customers, United States Navy, federal, state and local government, professional and non-profit organizations.

Education

M.S., Organizational Management and Human Resource Development

Manhattanville College, Purchase, N.Y., 1996

B.A., Economics

Yale University, New Haven, Conn., 1981

GE Human Resources Management Program

Two-year intensive program, 1988