ستيفن McGarrigle CF MBTI NLP TMS

Strategic leadership of organisational culture and people processes including talent management and development, leadership capability, employee experience, performance, and Organizational Development within the European and Middle East region.
• Designed and implemented a human-centric talent review, performance management and succession management strategy and process.
• Led the effective implementation of digital learning strategy, introducing Cornerstone on Demand (CSOD) and Percipio (Skillsoft) platforms to all employees in European and Gulf regions.
• Designed the employee engagement framework and analysis, including surveys, focus groups and needs assessments to develop employee experience action plans in partnership with key stakeholders.
• Completed an analysis of employee development, role specific and capability needs and executed a comprehensive blended learning strategy including individualized learning, virtual classroom learning, online learning team building and other learning experiences.
• Designed and developed a bespoke core competency and leadership capability framework aligned to job roles and Maximus People process.

KEY PROJECTS:

Senior Manager Learning & Development Americana Restaurants International UAE
KFC, Pizza Hut, Krispy Kreme, Hardee’s, TGI Fridays
▪ Created the Americana University talent development and digital learning strategy.
▪ Established the Americana University course catalogue for all restaurant brands.
▪ Designed and delivered learning bites program to support the implementation of Oracle Human Capital Management System (e.g. Setting Performance Goals, Cascading and Assigning Performance Goals, Conducting Mid-Year and End-Year Performance Reviews, and Create Individual Development Plans).
▪ Developed Performance Review Conversation Guide for Managers and Employees.
▪ Delivered online and face-to-face performance management training programs for employees based in GCC and North Africa regions.
▪ Created staff performance profiles and succession plans for calibration sessions with executive team.
▪ Designed and facilitated employee and manager briefing sessions on Organisational Performance Review process.
▪ Developed and implemented a new learning experience evaluation process including participant feedback and learning impact surveys.

Senior Manager Learning & Development EXPO 2020 UAE
Greenfield strategic and operational leadership of a team of three Learning Managers responsible for all aspects of training and development for the Expo Workforce (2, 000 paid staff 30, 000 volunteers and 50, 000 contractors), in the lead up to the Expo event to deliver an exceptional Expo. This included: training needs analysis, instructional design and development of blended learning programs, delivery of training, assessment, and evaluation to meet the training requirements of Expo 2020 Dubai.

▪ Created and implemented a new learning needs analysis methodology for 50 event time roles.
▪ Facilitated team building events for over 80 workforce team members on a monthly basis.
▪ Co-created the Expo 2020 Dubai “HERO Service” expectations and behaviours to be rolled out to over 80, 000 Workforce colleagues (Paid, Volunteer and Contractors).
▪ Managed the design and development of the event time Orientation program and Role Specific Training (RST) for all Event Time Roles for over 50, 000 participants.
▪ Designed the event time Leadership framework and training program “Connected Leadership” for over 1, 000 participants.
▪ Led the design of Operational Specific Training (OST) for over 50, 000 event time team members.

Senior Manager Learning & Development Viking Ocean Cruises Switzerland
Strategic and operational leader for learning and adoption, capability upskilling, digital learning transformation, leadership development, employee empowerment, talent development and talent management initiatives for Shoreside and Shipboard employees at every level of the organisation to improve and enhance business performance, employee experience and guest excellence.

▪ Created a Learning & Talent Development Strategy for Viking Ocean Cruises fleet of seven ships and corporate office team.
▪ Planned and implemented a new performance appraisal system for over 700 ship-based crew.
▪ Redesigned the STAR Service Program for 200 new ship launch crew members.
▪ Initiated and implemented the “PEP Talk” process for positive and constructive onboard crew member performance conversations.
▪ Reviewed and rewrote 40 ship-based position descriptions and introduced a best practice and organisation specific position description template that was adopted across the business.

Greenfield strategic and operational leadership of the design and implementation of the corporate learning and organisational development strategy including onboarding, core skills, team development, service capability, health & safety compliance, leadership capability, digital learning, talent management, Emiratization, inclusion and diversity, performance management, succession planning, organisational culture, employee engagement and employee recognition for over 3, 500 colleagues and contractors in a multi-business entertainment destination (motiongate theme park, Bollywood theme park, Legoland theme and water parks, Lapita hotel and Riverland dining and retail precinct).

▪ Led a team of nine team members including: four Senior Learning & Development Managers, three Assistant L&D Managers, one L&D Officer and one L&D Administrator.
▪ Rolled-out the Performance Management System and education initiatives for over 500 team members in supervisory positions with a 98% on-time completion rate of performance reviews.
▪ Managed three national development programs: “Helmi, Forsati and Sahim” and coordinated trainee management programs and internships for Emirati graduates and undergraduates.
▪ Developed, facilitated, delivered, and evaluated the “Amazeology” service standards program for over 3, 000 employees and contractors that resulted in a 10% increase in Guest satisfaction and a 97% participant satisfaction rating.
▪ Implemented the Taleo Learn - Learning Management System “The Learning Loop” for over 3, 000 users on-time and on budget.
▪ Achieved 100% safety and compliance training requirements (e.g. Fire Safety, Fire Wardens, HACCP, Food Hygiene, Person in Charge, Chemical Handling, First Aid, Defibrillator, Forklift, Electrical Safety) for over 2, 000 team members annually for three years.

Greenfield strategic and operational accountability for the successful and timely development, management, and delivery of GOLDOCs training, development and internal (paid, volunteer and contractor) communications, performance management and engagement program throughout the lifecycle of the organisation. Critical areas included: online training, induction program, internal communication strategy, leadership capability development, organisational culture, change management, Games time training pillars and employee engagement.

• Created a Leadership Capability Framework and associated Leadership development interventions that was adopted and sponsored by the Executive team.
• Designed and implemented a bespoke engagement model, strategy and action plan that was directly sponsored and endorsed by the Executive Committee and acknowledged as a best practice approach by the Commonwealth Games Federation.
• Established and coordinated a Workforce Action Group with 15 representatives from across the organisation that met monthly to provide guidance and support in relation to relevant engagement and learning activities.
• Facilitated an engaging and interactive monthly employee gathering The Games Show that consistently achieved 95% attendance to effectively communicate, educate, inform, and inspire employees about the current and future activities and priorities of the organisation.
• Implemented a monthly functional area led team recognition event Team Challenge to acknowledge the contributions of all employees.
• Coordinated the first ever Banaam Cultural Intelligence program for over 200 Commonwealth Games team members to educate them about Indigenous culture and heritage as part of the first Reconciliation Action Plan (RAP) for an international event.

KEY PROJECTS:

Learning & Development Consultant Movie Animation Parks Studios (MAPS) Malaysia
Designed, developed, implemented and reviewed onboarding, induction and service training programs for over 350 new joiners.

Creative Learning & Development Manager (Contract) QANTAS International Airlines Australia
Managed, supported, and mentored a team of five learning facilitators responsible for designing delivering blended customer service, food & beverage service, operational skills and leadership & management development training to over 15, 000 international cabin crew.

Interim Head of Talent & Development Cartoon Network Amazone (CNA) Thailand
Created and implemented the organisation-wide talent acquisition, management and development strategies and operational plans for the world’s first Cartoon Network themed water park.

Interim Corporate Learning & Development Manager Wesley Mission Queensland Australia
Established the strategic and operational talent management and development activities for over 3, 000 colleagues across the various business functions of Wesley Mission Queensland including aged care, community services, youth and family support, mental health, housing and emergency support, disability and employment services and palliative care and hospice services.

Learning and Organisational Development Consultant National Transport Insurance Australia
Designed, developed, and implemented a range of talent management, performance management, leadership development and organisational development initiatives including succession plan, balanced scorecard, performance review tools, leadership kits, e-learning and individual development plans.

Learning Consultant Australian Institute of Training and Development Australia
Designed and facilitated 17 “Revitalising Staff Induction Programs” workshop for participants in Brisbane, Sydney, Melbourne, Adelaide, and Perth.

Strategic advisor and consultant to the non-profit and government sector responsible for the identification, design, development, delivery and quality review of best practice bespoke accredited and non-accredited educational initiatives, projects and resources to build individual, organisational and community capacity across the state of Queensland.

• Generated over AUD $500, 000 in income through training consultation and government grants.
• Managed the first Australian non-profit registered training organisation to achieve Quality Improved (QI) status.
• Established a Volunteer Managers Centre of Excellence to develop, improve and enhance Volunteer Managers across the state of Queensland, with over 400 Volunteer Managers achieving a Certificate IV in Volunteer Coordination.
• Designed, delivered and assessed the first Certificate IV in Training & Assessment for the Community Sector in Australia with over 300 qualifications issued.
• Developed and delivered over 200 accredited and non-accredited educational initiatives and projects that enabled volunteers, community workers and voluntary organisations.
• Achieved compliance on four occasions in the Australian Quality Training Framework and quality audits to maintain Quality and Registered Training Organisation (RTO) status.