Resume

• 8150

  Activity Vector Analysis

  Bizet Human Asset Management

  7/25/2011

  Foundations Certificate in IT Service Management

  Examination Institute for Information Science

• 2016

  Henry “Hank” Tarbi is a leadership and organization development professional. He has created innovative programs and processes that facilitate the growth of leaders

  teams and organizations in the U.S.

  Canada

  and abroad. He has extensive experience in both the private and public sectors. His most efforts include senior leadership development programs

  team building

  executive on-boarding

  executive coaching

  organizational assessment

  change management initiatives and the use of HR related productivity tools.\n\nHis mission has been in facilitating growth and change in groups as varied as inner city students to Fortune 500 executives.\n\nCompetencies include:\n•\tDevelop and implement change initiatives that ultimately increases commitment and assure productivity gains.\n•\tDesign and deliver informative leadership training for managers at any level of the business.\n•\tGrow teams so that they are more engaged and increasingly

  focused on their mission. \n•\tSuperior presentation

  facilitation and client-facing skills across a wide variety of functions

  levels and populations.\n•\tAn ability to assess and accurately diagnose organizational challenges.\n•\tDemonstrated ability to manage multiple deliverables simultaneously.

  Henry

  Tarbi

  SPHR

  Bright Horizons

  Bright Horizons

• 2007

  Staples

  Framingham

  MA and Mississauga

  Ontario

  •\tConducted team and organizational assessments that determined the gaps between current and desired states. Delivered solutions that lead to greater productivity

  and increased focus.\n•\tDesigned and implemented successful executive on-boarding programs that included interpretation of pre-hire assessment results

  utilization of stakeholder interviews

  cultural assessment and attendance and debriefing the corporate New Hire Orientation. \n•\tUsed best practices in leadership development

  live and distance learning technologies to deliver impactful leadership

  and management programs for all levels of the organization. \n•\tProject managed and served as primary business owner of Org Plus Enterprise

  org charting technology. \n•\tConsulted on the restructuring and consolidation of organizations. \n•\tCreated and implemented Staples first executive on-boarding program. Taught the new hire orientation program on a bi-monthly basis.\n•\tConducted a number of change initiatives while collaborating or actually creating stakeholder assessments

  communication and training plans

  offsite meeting planning

  and evaluations of change initiative success.\n•\tImplemented Org Plus and co-designed organizational structures with senior leaders

  Organization and Leadership Development Manager

  Staples

  1000 Massachusetts Ave. Cambridge

  MA

  Course design and development

  coaching and counseling students

  instruction and making abstract ideas useful and practical.

  Senior Instructor

  Cambridge College

• 2002

  Year Up

  Inc.

  •\tCurriculum design and development for inner city young adults. The curriculum resulted in higher student retention and ultimate successful placement into corporate and large public institution internships. New curriculum in investment operations and customer service was completed in less than six months. The curriculum enabled a whole new vehicle for student success and revenue.\n•\tInitiated a major overhaul of the organization’s core processes including admissions/candidate assessment

  academic calendar and weekly schedules. Managed the implementation of an on-line

  nationally known

  objective assessment tool to streamline the admissions process

  improve decision making and increase student retention.\n•\tSuccessfully led

  and managed a faculty of eight full-time and two part-time staff. Constructed on-boarding program

  team orientation

  peer review process

  rotational assignments and recognition. \n•\tCreated and designed the majority of activities during intersession. This increased organizational wide communications

  collaboration and enhanced staff development.\n•\tHire

  developed

  retained and coached Year Up’s Boston and Cambridge instructors. Grew the faculty from five to ten in two years.

  Year Up

  Inc.

  Italian

  Instructional Excellence

  Considered to be one of the best in the company.

  hp

  Boston University

  BA

  British and American Literature

  Harvard University Graduate School of Education

  Certificate of Completion

  This was a two program that looked at the strategic and tactical issues involved in running an educational institution.

  Management and Leadership in Education

  Northeastern University

  M.Ed.

  Did an Internship at Georgetown Senior High School

  Career Education and Secondary Ed Counseling

  Hogan Assessment Systems

  Inc.

  Hogan Assessment Certification

• 2000

  hp/Compaq

  Cambridge College

  •\tConsulted with Director of Outsourcing Information Technology on the creation of a strategic business plan that matched the business objectives with talent planning and process development.\n•\tDrove change with the creation of a Project Management Office. This intervention resulted in all related IT projects becoming visible to senior management. This resulted in tasks being assigned to resources in a more balanced fashion and as a result both productivity and learning increased.\n•\tDeveloped webinars that facilitated the learning of sales and sales support. Seminars were run completely of the “evergreen” intranet website.\n•\tCo-lead the operations of group during a period of acquisition and layoffs. Group went from 50 programmers

  managers

  and specialists to 40 and maintained focus

  productivity and esprit.

  hp/Compaq

• 1995

  Peritus

  •\tConsulted to Fortune 500 level CIO’s on the implementation of talent utilization

  planning

  IT best practices

  change management and cross-training initiatives. \n•\tCollaborated with CIO's and IT Directors to first define the vision for change and then to establish the metrics and outcomes to bring the vision to life.\n•\tAfter thorough organizational assessment prescribed and later implemented human and team related practices that increased role clarity and morale. Practices included process mapping

  meeting management

  goal setting

  team development

  recognition and continuous improvement.\n•\tWorked with teams located in Europe and Australia. Managed Peritus’s largest team development contract with CSC resulting in ¼ million in revenue over a period of a year.

  Peritus

• 1981

  Hewlett-Packard

  •\tManaged both technical and sales related training for a set of hardware related products.\n•\tWorked with more senior leaders and HR executives on the implementation of 9 box grid talent/potential assessment

  talent capacity planning and rewards and recognition.\n•\tCreated a performance appraisal system that was based on both achievement and competencies.\n•\tDeveloped workshops on Performance Management

  Interviewing Skills

  Constructing Job Descriptions and Leadership.

  Hewlett-Packard

• Fundraising

  community organizing

  supporting teachers in the acquisition of computer literacy.

  Sudbury Education Resource Foundation

  Human Resources

  Performance Management

  Coaching

  Workshop Facilitation

  Talent Management

  Interviews

  Leadership

  Program Management

  Consulting

  Management

  Staff Development

  Change Management

  Onboarding

  Organizational Development

  Strategy

  Instructional Design

  Team Building

  Training

  Executive Coaching

  Leadership Development

  Reorganizing the LP (Loss Prevention) and AP (Asset Protection) Teams at Staples

  James Lee

  LPC

  Executive Editor

  Loss Prevention Magazine

  This interview with Dan Provost

  VP of Loss Prevention at Staples and Steve Bacica

  SVP and Corporate Controller at Staples chronicles the consolidation of two teams with relatively parallel functions within Staples. As with any significant change with hundreds of associates in a variety of locations in the US and Canada

  the implications for the business can be daunting. The article outlines what the nature of the change was

  the rationale for it and the steps taken to assure that the change was evolutionary in nature.

  Reorganizing the LP (Loss Prevention) and AP (Asset Protection) Teams at Staples

  Why network? Is it really our “net worth”? Senior leaders are inevitably beset with way too much to do and so little time. But if one wants to problem solve more effectively

  find sources of new ideas

  obtain feedback or simply get support for a point of view

  reaching out and meeting with colleagues

  former managers

  friends beyond one’s inner circle

  then networking is a refreshing alternative to simply living life heads down and nose to the grindstone.\r\nThis one day course will help you:\r\n•\tAssess your networking capability\r\n•\tLearn techniques to establish and cultivate a network of contacts within and outside of Staples\r\n•\tCreate a effective Sounding Board that will be able to provide quality counsel

  insight and support\r\n•\tLearn and apply the essential principles of networking\r\n•\tIdentify ways to build connections and partnerships with others

  Tarbi

  SPHR