Ellen Petrocci
Describe your industry experience:
I am a seasoned Human Resource Executive/CHRO with broad based global experience across multiple industries – Healthcare, Higher Education, Technology and Government Consulting/Contracting. In addition, I have operated in, and understand the complexities of both the for-profit and not-for-profit sectors. Across industries, ranging in size from $100M to $50B and 1,000 to 60,000 employees, I have been responsible for attracting, developing and retaining top talent and driving the programs necessary to maintain a high performance workplace. Working in tandem with leadership, I ensure that we are leveraging and optimizing our talent to drive business results.
Describe your functional experience:
My functional experience primarily focuses on aligning human capital strategy with business strategy. I have key expertise in organizational design, leadership development, C-level executive transitions, succession planning, executive compensation, M&A, and alignment of culture and systems. I also have significant functional experience supporting Board efforts as the key management lead to the Compensation Committees of Sprint/Nextel (Fortune 50), Nextel (Fortune 200) and Verisign (Fortune 500). All of which requires effective communication and the ability to influence and align key stakeholders on challenging business issues.
Describe your key business transactional experience:
I have experience with Executive Teams and Boards on a number of business transactions to include:
- Significant merger and acquisition experience, playing an integral role in the human capital and culture integration components of the merger between Sprint and Nextel (60,000 employee/Fortune 50 post merger)and subsequent divesture of Embarq (a 20,000 person entity). And have supported many other slightly smaller M&A initiatives in the healthcare, technology, and government contracting industries.
- Support of organizational readiness and culture shift in preparation for the IPO of a large government contractor including the redesign of executive compensation and long term incentive equity programs.
- Executive and Board support for C-Level transitions (i.e. CEO, CFO, GC) and succession planning.
- Organizational design and change management efforts for an organization going through a complex restructure and change to its business model.
What is the most important skill you bring to a corporate board?
The ability to look holistically at an organization and align strategy, people and culture to enable business results. Experience across multiple global industries has provided exposure and a breadth of understanding on a variety of complex business issues. Specialized executive compensation expertise and understanding of ISS, Glass Lewis, Dodd-Frank, and other compliance concerns as well as experience with CEO succession planning, executive transitions and addressing shareholder concerns. Finally, my ability to influence, communicate and drive organizational results.
