Suggestions
David Landman
Managing Director, Global Head of Talent Assessment
Dr. David Landman is a distinguished Human Resources leader with extensive expertise in talent management practices, boosting business performance, fostering diversity in talent pipelines, and enhancing employee engagement.
His skills include 360-degree performance reviews, employee listening programs, goal setting, succession planning, senior talent reviews, manager effectiveness, recognition, and promotions.
With a strong foundation in utilizing research, people science, and data analytics, David excels in developing strategies and influencing decision-making processes.
He boasts a comprehensive background in leading global, cross-functional, and multi-disciplinary teams, showcasing his adeptness at navigating diverse organizational setups.
David Landman holds a Ph.D. and M.A. in Organizational Psychology from Temple University, complemented by a B.A. in Business and Psychology from Muhlenberg College.
Throughout his career, he has held key positions such as Global Head of Talent Assessment at Goldman Sachs, HR Venture Advisor at SemperVirens Venture Capital, and Advisor at PeopleTech Partners, among others.
His professional journey also includes roles like Firmwide Compensation Lead, Professor Of Psychology at Community College of Philadelphia, and Summer Associate at Goldman Sachs, further enhancing his multifaceted skill set.
Highlights
I’m seeing a lot of focus on innovative employee benefits right now. As a startup advisor focused on the Future of Work, I’m excited about the momentum and impact I’m seeing in this space.
There was a lot of buzz about this at Airvet’s HR executive dinner last week.
Companies are moving beyond traditional benefits and embracing innovative solutions.
Why? Attracting and retaining top talent and helping them perform at their best are obvious reasons. But there’s more.
For example, consider how much time employees spend worrying about their pets’ health, taking time off for vet visits and follow-up care. Pet telehealth significantly reduces the time and money spent on pet care.
🐶 Enter Airvet, telemedicine for pets (did you know 70% of employees are pet parents?) 🐱
The equation is simple: saved time (fewer in-person vet visits) + reduced emotional strain (less worrying) * 70% of employees who are pet parents = HIGHER PRODUCTIVITY 📈.
When I met the Airvet team, I instantly ‘got it’.
I’m excited about what Brandon Werber, Taryn Branca, Lauren Eager, Joelle Rodenroth and the rest of the team are doing and am proud to support them.
If you’d like to learn more, feel free to reach out!
[pictures: Airvet team, executive advisors and clients | my sweet baby “Petey” 🐕]
I’ve been hearing HR leaders talk a lot lately about the critical need to modernize learning in the workplace. But, it’s hard to get focus and funding to drive real change. We spend so much money and time selecting the right people to join our organizations, but we don’t do enough to maximize their potential through deliberate learning interventions once they arrive.
Earlier this week, we brought together a group of executives and HR tech founders via PeopleTech Enterprise to discuss strategies to progress towards a more intentional system of learning in large organizations. Some of the insights shared include:
Stategic Integration: Learning is most impactful when it’s interwoven with the people strategy and implemented across the talent lifecycle. For example, linking hiring competencies to learning objectives and performance management leads to better outcomes.
Community Building: Assembling people to learn together is a great way to build community and deepen relationships. Many companies are great at bringing people together for new hire orientations, but that is often the only time this happens. What if we viewed learning beyond the surface level and also as a chance to inspire connection?
Measuring Impact: It’s critical to measure results as a success metric to track progress and impact. We know that high quality learning interventions increase performance and retention. Let’s get better at actually measuring this and sharing the results.
Thank you Vicki Tung, Laura Cococcia, Daisy Auger-Dominguez (she/her/ella), Erin Grau, Valerie Leeder, Jeremy Shapiro, Melanie Naranjo, Serena Ziskroit JD, MAPP, Justin Ouyang and Shelly Kellner for joining, our sponsor Alli Young at The Forem for leading our conversation and the other members of our PeopleTech Enterprise founder community Mark Simpson at Pillar and Roxanne Bras Petraeus at Ethena for contributing to our evening’s discussion.
PeopleTech Enterprise is a community of executive people leaders focused on driving growth and technology transformation through their work in the HR tech startup ecosystem. Collectively, our group of CHROs and HR leaders are responsible for the wellbeing of millions of employees across the globe. Our leadership team includes Cara Brennan Allamano, Erin M. Faverty, MA COML, Erin W., Dave Carhart and Parker Trautwein.
If you are an HR executive at a large enterprise organization and would like to get involved, please reach out!
