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Wayne Tarken, CSM, SPHR

CURRNT FACILITATOR

Wayne Tarken, CSM, SPHR

CHRO / Adviser helps HR leaders improve HR performance and responsiveness through implementation of Agile HR practices

location_on Greater Philadelphia Area

CHRO at SSH Real Estate

Sr Adviser to HR Leaders - Develops Agile HR Practices. Leads Talent, Analytics, Technology projects at Agile HR Consortium

Awards Earned:

2

2

0

0

0

Level: LEVEL 02 (12mo pts: 104 pts)

Rating: 4.94/5 stars (95 ratings)

Lifetime points: 930 pts View details

Thought Leadership:

% performance based on average of all engagements

Selected: % of applied

100%

Recognized: Contributions valued by peers

25%

Peer Support: Percentile of active participants

32%

Currnt Solutions Partner

Profile

Summary

I work with HR leaders who are concerned about the pace of change and the impact of business disruptions on their function. They

- Spend lots of time, resources on technology projects with less than stellar results
- Are worried about not keeping pace with increasing business requirements
- Have heard about HR agility but are skeptical, not sure what it is or how to get started
- Are worried that their turnover challenges could impact business results
- Feel that their HRBPs won't have the capabilities (analytics) to lead their transformation initiatives

They realize that their success and careers depends on their ability to more effectively respond to changing conditions

I help them implement agile HR practices to increase HR responsiveness and agility, improve project performance, increase senior leadership satisfaction with HR and alignment with operational goals

We leverage our work with www.CHREATE.net, a global consortium of top 200+ CHROs, to implement new research-based service delivery models and build future HR roles and capabilities

As both a certified scrum master(CSM) & certified HR leader (SPHR), I provide HR with the capability to engage IT leaders on equal terms

If you are an HR leader with some of these questions, please reach out to me

-- How can I implement an Agile program? What initial steps should I take?
-- How can I raise the capabilities of my HR teams to meet future challenges?
-- I have tough systemic challenges with turnover, retention. Can Agile HR help me solve them?
-- How can I improve our HR operations? We need to respond more quickly and effectively
-- We have change management programs that don't to change much. How can we do it better?
-- How can I improve the performance of my senior HR team?
-- What will be the impact of the gig economy, AI and Design Thinking on HR?
-- What future roles with HR need? How will we get ready?

Thanks in advance. Wayne Tarken 609-206-3070 wayne@waynetarken.com

Experience

CHRO

SSH Real Estate

July 2017 - Present

Head of Human Resources for one of the region's top commercial real estate organizations. Building up HR systems, practices, talent strategies to support organizational growth plans.

Sr Adviser to HR Leaders - Develops Agile HR Practices. Leads Talent, Analytics, Technology projects

Agile HR Consortium

November 1999 - Present

What is Agile HR? What does it mean? Buzzword, mindset or practices?

In response to demand for increasing agility and responsiveness in human resources, we developed a working group of internal HR leaders to:

-- Foster better understand of agile principles and their application to HR
-- Explore ways to adopt agile principles and processes into HR
-- Build a common set of practices, work methods to guide agile HR work inside HR organizations
-- Provide a sounding board to support HR leaders on this journey
-- Create a repository of best practices, case studies, useful insights to help guide our efforts
-- Get a handle on data, turning into insights to avoid mistakes, guide better decision-making.
-- Lead organizational transformation initiatives and pilot projects for 2025.

The goals of the consortium are to help HR leaders:

* Develop new capabilities, roles and organizational designs of HR
* Improve global HR operations and service delivery
* Create performance management practices and feedback mechanisms
* Analyze the impact of gig economy and non-traditional employment models
* Improve the employee experience; understand the voice of the "employee" customer
* Grow engagement and collaboration
* Improve HR agility and responsiveness

Our goals is to provide HR leaders with the support needed to develop, then execute strategies by leveraging groups interaction to surface challenges, identify potential solution, test, tweak then develop tools, practices, knowledge

To develop road-maps to guide strategy development and project implementations

Skills

Mobile Devices 20
Leadership 18
Management 15
Social Media 10
Strategy 7
Coaching 7
Start-ups 6
Recruiting 5
Performance Management 3
Talent Management 3
Networking 2
Product Development
Entrepreneurship
CRM
Product Management
Business Development
Sales Management
HR Consulting
Enterprise Software
Cloud Computing
Salesforce.com
Sales Process
Sales Operations
Social Business
Outsourcing
Social Networking
Executive Coaching
Social Media Marketing
Human Resources
Creative Problem Solving
Business Strategy
Leadership Development
Strategic Planning
Process Improvement
Team Building
Consulting
CRM software
Management Consulting
Executive Management
Personnel Management
Team Leadership
New Business Development
Advertising
Business Process
Business Planning
Collaboration Solutions
Social Business Design
Collaboration Tools
Global Strategy
Emerging Markets

Industries

Activities