Kristin Erb
Sr Manager, Global Talent Strategy and Programs @Medtronic
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WORK HISTORY
Sr Manager, Global Talent Strategy and Programs @Medtronic
Minneapolis, MN, US
Lead enterprise‑wide HR initiatives that strengthen leadership capability, talent equity, and workforce readiness across a global, regulated organization.• Drive skills‑first talent strategies through the Multiple Pathways Initiative (MPI) and MAPS, expanding access to hiring, upskilling, and advancement while improving retention, engagement, and mobility.• Design and govern scalable tools, processes, and leader training across performance management, succession, promotion, and career development.• Lead complex global projects, partnering with Global Talent, HRBPs, Legal, and business leaders to balance innovation with governance, compliance, and measurable outcomes.
EDUCATION
North Dakota State University
Bachelor's degree, Psychology and Sociology
University of St. Thomas
Master of Arts (M.A.), Higher Education/Higher Education Administration
SKILLS
ABOUT KRISTIN ERB
I’m a global HR and talent strategy leader with 11+ years at Medtronic, turning enterprise strategy into equitable, scalable talent solutions—especially in complex, highly regulated, and matrixed environments.My work focuses on how organizations organize work and make talent decisions around skills and future potential, supported by strong governance and leader capability. I design and scale talent models that expand access to opportunity, improve mobility and retention, and enable leaders to make consistent, high‑quality decisions that stand up to business, legal, and equity expectations.I’ve built and led center‑led talent capabilities, shaped skills‑first hiring and advancement strategies, and partnered closely with senior leaders across Global Talent, HR, Legal, and the business to translate strategic priorities into practical tools, processes, and behavior change.A few themes that define my work:• Skills‑first workforce strategy that prioritizes capability over traditional job structures• Talent governance that balances innovation with rigor, risk management, and fairness• Scalable HR operating models that work globally—not just in pilots• Leader enablement that turns frameworks into everyday decisionsSelected impact:• Led enterprise skills‑based pathways delivering $13M ROI, 93% retention, and increased internal mobility and promotion• Built and scaled executive talent capabilities, saving $3.5M+ annually while improving speed, quality, and representation• Designed compliant, equitable hiring and advancement mechanisms that reduced risk while expanding accessI’m energized by complex, ambiguous problems and by partnering with leaders to build talent systems that are future‑ready, fair, and grounded in real business outcomes.
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