Brandon Everett Warren

Experience

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  ITG Brands

  Jan 2008 - Jan 2013

  Identified and managed sales and marketing training requirements for high-performing U.S. Southeast regional sales force and produced, implemented, and assessed effective training and performance development measures to develop and retain top talent. Collaborated to overhaul recruitment practices that focused on attracting and hiring candidates who possessed the imagination to grow our business. Selected to concurrently manage new training center; responsibilities included: $2M annual operating budget, supervising 6 Training Managers, and liaising with multiple departments within the U.S. and internationally to achieve corporate objectives and evaluate business practices, reporting directly to North American VP of Performance Development. Partnered in the creation of new performance appraisal processes that focused on role based competencies and standards.

  • Performance Development (Field)

    Jan 2008 - Jan 2013

  • Performance Development (Corporate)

    Jan 2008 - Jan 2011
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  Anthem, Inc.

  Jan 2014 - Jan 2016

  Training and Development

  Responsible for collaborating with multiple internal and external stakeholders to drive corporate initiatives and targets pertaining to the Affordable Care Act through developing, delivering, and evaluating successful training measures to address short and long-term organization needs. Guaranteed that all information was conveyed in a proactive, timely, comprehensive, and accurate manner.

• 

  Keeneland Association

  Jan 2016 - Jan 2017

  Training and Development

  Create and manage all company-wide training initiatives pertaining to talent and organizational development and programs aimed at patron experience while identifying areas of enhancement with C-Suite leadership to further establish the organization as the industry leader in both equine racing and sales. Successfully implemented organization cultural pieces ranging from employee orientation to employee engagement in an effort to have employees commit to company goals, improve productivity and efficiency, and reduce turnover. عرض أقل

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  Keeneland Red Mile Wagering

  Jan 2017 - Jan 2019

  Human Resources

  Develop the design and implementation of dynamic and impactful company-wide talent management processes including: leadership development, performance management, talent review/succession planning, culture change, and engagement surveys. Execution of processes recognizes top talent, creates and reinforces a high performing culture, fosters employee engagement, and drives business growth. Reporting to C-Suite leadership for both Keeneland Association and Red Mile.

• 

  Aramco

  Jan 2019 - now

  Leadership Development

  Partner in maintaining responsibility for designing, delivering, and measuring the impact of the organization’s leadership development strategy, including building leadership development experiences, tools, and frameworks, high-potential development programs, and coaching, mentoring, and leadership assessments for first-time supervisors to principals. Deliver innovative learning solutions to accelerate our leaders’ effectiveness and impact to support a diverse business.