© 2019 by Karen Robilotta, New York, NY                        646-861-9113                             karen@karenrobilotta.com

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Our Work

Talent Acquisition / Executive Search
  • Reduced time-to-fill by 50%, achieved 95% NPS and improved quality of candidates by 30%, based on hiring manager assessment

  • Searches include: AVP Research & Data, AVP Workers Compensation & Loss Control, Chief Information Officer, Director Compensation Benefits & HRIS, Director Human Resources, Director of Marketing, Director/VP Professional Liability Claims & Litigation, SVP & General Counsel, VP Human Resources, VP Medical Director, VP Philanthropy

Interim HR Executive / HR Leadership / HR Transformation
  • As Interim CHRO, implemented organization's strategic plan, including talent realignment.

  • Conducted assessments of HR departments including industry benchmarking. Crafted strategic vision and mission, initiated restructuring including outsourcing of non-core functions, reallocation of talent, and acquisition of key talent to fill critical talent gaps. Reorganized functions, and achieved transition from transaction-oriented to consultative business partner model in 18 months. 

  • Direct report to CEO; advisor on organizational design, talent acquisition and development, leadership development and performance management.

  • Consultant to business leaders on organization redesign to achieve business strategy and maximize workforce efficiency. 

  • Senior staff advisor to Staff Affairs, Pension and Compensation Committees of the Board. 

Organizational Effectiveness
  • Change management - client commented, "A group that was considered a trouble spot is now seen as a role model."

  • Process improvement intervention resulted in breaking down barriers between two key hospital departments, plus documented improvement in patient satisfaction.

  • Assumed leadership over organization-wide process transformation initiatives utilizing high-potentials to solve complex problems, improve processes, and develop leadership capabilities.

  • Collaborated with new president to define desired culture, create strategic goals, and develop and implement a change management strategy.

Talent Management / Engagement / Retention
  • Developed high-potential candidates resulting in significant reduction in time to competence and to fill; 60% of participants promoted within 6 months; 100% retention of program participants

  • Developed organization's first talent management process resulting in internal pipeline of candidates for all key positions, reduction of talent drain, and focused investment in high performers/potentials

  • Introduced organization learning as a driver to achieve client satisfaction and improve employee engagement.

  • Developed executive onboarding program resulting in significant improvement in time to competence

Executive Coaching
  • Executive Director - established not-for-profit: "As my executive coach, you helped me improve my relationship with key staff and grasp a clear vision of where our organization needed to go. This wound up mending fences with both the board and key staff."

  • General Manager - fashion apparel industry firm: His CEO reported - "Three years after you guided him through a critical phase in his development, this executive's effectiveness has improved markedly and the business he manages is growing steadily."

  • Led project team in design and implementation of executive development coaching program for major retailer.