Suggestions
David Herrera
People and Organization Analytics Leader - Global DE&I and Inclusive Design SME
David Herrera is a prominent figure in the field of people analytics and talent management. He serves as the Associate Client Partner and Head of People and Organization Analytics North America for Korn Ferry.14 With over 15 years of experience in both public and private sectors, Herrera specializes in leveraging data-driven insights to optimize people strategies and organizational priorities.2
Herrera's expertise lies in:
- Developing innovative talent strategies grounded in advanced data methodologies
- Connecting talent with business outcomes through data analysis
- Transforming organizations through effective talent management
His work spans globally, with projects across the United States, Canada, Australia, Europe, Asia, and Latin America.1 Herrera collaborates closely with C-level executives and HR leaders to define and deliver strategic goals, organizational commitments, and develop future talent.4
A strong advocate for Diversity, Equity, and Inclusion (DE&I), Herrera views these principles as essential pillars for business success.1 He emphasizes that DE&I should be integrated into every aspect of an organization, from product development to community engagement and leadership development.5
Herrera's background includes:
- Starting his consulting career with Korn Ferry (Hay Group) in Mexico City in 2006
- Working at firms such as Mercer, Towers Watson, and Sintec
- Serving as Head of Total Rewards and Organizational Effectiveness at Soriana, Mexico's second-largest retailer2
In addition to his role at Korn Ferry, Herrera is a Board Member of Golf Ontario, where he chairs the HR and Compensation Committee.4 He holds a Bachelor's Degree in Business Administration and a Master's Degree in Strategic Management.2
Most recently, in October 2024, Herrera joined Fasken as Senior Director of Total Rewards and People Analytics3, showcasing his continued growth and influence in the field of talent management and analytics.
Highlights
“We cannot make talent decisions based on DE&I, we need to make talent decisions based on performance” is a typical comment from many leaders in our DE&I trainings and workshops.
That is what your underrepresented talent has been asking for many years! Make talent decisions based on performance.
Finding that Women and PoC have higher performance ratings than their peers but lower promotion rates is one of the most common findings in our diagnostics.
