Ashley Lindemann

About Ashley Lindemann

I build talent systems that actually work — not just in theory, but across the diverse teams, cultures, and operating models that make up real global organizations.As Sr. Manager of Talent & Employee Development at Robertshaw, I lead the full talent cycle for a 11-country organization — designing and scaling performance management, succession planning, leadership development, and talent assessment programs from the ground up. Before Robertshaw, I drove talent and organizational development strategy at Athletico and The Walsh Group, partnering with executives through periods of rapid growth, acquisition, and transformation.What I do best is translate strategy into practice. I partner with senior business and HR leaders to turn talent priorities into structured, repeatable processes — and then lead the change management needed to make adoption stick. A few examples: building and launching Robertshaw’s first-ever performance management strategy and achieving 95% on-time completion in the second full cycle; introducing The Walsh Group’s first employee engagement survey and driving 75% participation company-wide; and implementing SuccessFactors across performance, learning, and career development modules, improving compliance metrics by 50%.I hold an SPHR certification and bring deep experience with HR technology platforms, global program design, and building talent infrastructure in organizations that are scaling faster than their people processes can keep up.

Experience

1. Sr Manager, Talent and Employee Development

   Robertshaw

   Jun 2023 — Present · Itasca, IL, US

   Strategic Talent Leadership: Drive enterprise-wide talent strategies that align with transformational business goals, creating organizational value and enhancing employee engagement.* Global Talent Development: Lead the design, development, and implementation of global talent programs, including goal setting, personal development plans, performance reviews, talent reviews, and succession planning, ensuring alignment with overall strategic objectives.* Talent Assessment & Succession Planning: Spearhead comprehensive talent assessments across leadership levels, identifying gaps, high potentials, and succession plans. Facilitate executive calibration sessions to ensure effective talent management and leadership development.* Partnership & Collaboration: Partner with business leaders and HR business partners to execute and continuously improve talent programs, meeting the evolving needs of the organization.* Leadership Development & Retention: Collaborate with senior leaders to design and implement a leadership model and development program that fosters internal career growth and retention of high performers.* Employee Onboarding & Experience: Develop a streamlined, technology-driven onboarding program that reinforces the company’s vision, mission, and values, enhancing the employee experience across functions.

Education

• Illinois State University

  BS, Psychology

  2002 — 2006

• Adler University

  N/A, Counseling

  2006 — 2008