Glenn Sigl

About Glenn Sigl

HR often has a reputation as distant and inaccessible, but I’ve found the opposite to be true when you lean in. The moments when I’ve had the biggest impact and grown the most as a leader were the ones where I dropped the script and got real. I found that when you lead with openness, curiosity, and humility, others are more likely to do the same.That perspective has shaped my career. I’m driven by care—for people, for their potential, and for how they show up at work. I’ve coached leaders through pivotal growth moments, tackled complex people issues, and built stronger teams by removing barriers and clearing the path to performance. There’s nothing more rewarding than helping someone see what they’re capable of—and giving them the space to get there.Here are some of my proudest achievements: I improved the talent pipeline by 30% by implementing structured succession planning to assess performance and potential, identify high-potential talent, and build targeted development plans. I increased engagement by 12% by leading focus groups and action planning around key roles, launching a Sales Summit that clarified roles, growth paths, and recognition—later adopted nationally. I consistently led my team to 95% satisfaction scores from senior leaders in annual HRBP evaluations, reflecting the strength of our strategic partnership and ability to deliver impactful HR support at the executive level. I transformed an underperforming leadership team by leading a group dynamics assessment and targeted coaching, strengthening collaboration and decision-making, ultimately driving performance that consistently exceeded market expectations. I reduced time-to-fill for building engineer roles by 75% by launching an internal apprenticeship program, delivering a payroll-neutral solution to critical talent gaps. I boosted role acclimation by 70% during a major acquisition by leading cultural integration and onboarding, ensuring smooth transitions for new managers and maintaining team cohesion.I lead by listening with openness and empathy. When people feel genuinely heard and valued, they’re more willing to share what’s really going on. That trust helps me support individuals and drive outcomes that benefit both people and the business.

Experience

1. Senior Consultant, Talent Management

   Dana-Farber Cancer Institute

   Jan 2025 — Present · Boston, MA, US

   Served as a senior advisor and strategic partner to executive leadership, responsible for designing and executing enterprise-wide talent and organizational effectiveness strategies. Drove key initiatives in succession planning, executive coaching, and team performance to build sustainable leadership capability. SUCCESSION PLANNING Strengthened leadership bench by operationalizing and scaling the enterprise talent review and succession planning process. Partnered with HR Business Partner leadership to facilitate rigorous calibration sessions, identify high-potential talent, and mitigate succession risks for critical executive roles. EXECUTIVE DEVELOPMENT: Accelerated executive successor readiness by designing and launching a coaching framework focused on cultivating an executive mindset. Coached high-potential Vice President for SVP role using 360-degree feedback and psychometric assessments to build robust, actionable development plan. ORGANIZATION DESIGN / TEAM DEVELOPMENT STRATEGY: Improved team performance and resilience by designing and delivering a comprehensive teaming strategy tailored to the team’s lifecycle. Enabled teams to move from start-up to maturity by equipping them with frameworks and tools to boost collaboration, navigate conflict, and sustain high performance. TALENT AND CULTURAL INTEGRATION STRATEGY: Architected 5-year cultural integration strategy to ensure a successful collaboration between Dana-Farber and BI Deaconess for the new cancer hospital. Designed a phased roadmap encompassing cross-functional teaming, harmonized onboarding, peer mentoring, and executive coaching on change leadership to foster a unified, high-performing culture and mitigate attrition risk.

Education

• Loyola University New Orleans

  Bachelor of Arts (BA), Music History, Literature, and Theory

• William James College

  Doctor of Psychology (PsyD), Leadership Development and Organization Psychology

• William James College

  Masters, Industrial and Organizational Psychology