Scott Miller

About Scott Miller

My work sits at the intersection of people strategy and execution. I care deeply about the vision and even more about whether it lands. As Head of Talent & Culture at Riverside Insights, I lead a team of 4 across talent acquisition, learning & development, and people operations for a ~300-person edtech company. Over the past few years I\'ve built the infrastructure from the ground up: job architecture for 350+ roles, an end-to-end hiring playbook, onboarding programs with real accountability checkpoints, leadership development frameworks, and a feedback culture built around data people actually act on. More recently I\'ve leaned into AI enablement as a core part of the people function. I chaired Riverside\'s AI Strategy Task Force and designed a Microsoft Copilot adoption program that drove significant company-wide adoption growth in a short period. I see AI readiness as a people and culture problem as much as a technology one, and I\'m building toward that in everything from onboarding to manager training. A consistent thread across my work has been helping leaders navigate change. Whether it\'s a new performance framework, an acquisition, a restructure, or a shift in how the company operates, I work closely with leadership to build the clarity, communication, and capability needed to lead through it well. The people function in a high-growth or high-change environment has to be a stabilizing force, not just an administrative one. I\'m drawn to organizations where the work matters and where the people function is expected to drive real outcomes, not just support them

Experience

1. Head of Talent & Culture

   Riverside Insights

   Dec 2022 — Present

   Craft a strategic talent development roadmap.Execute our talent framework, encompassing business, workforce, and succession plans.Collaborate with leadership to address evolving talent needs.Use data-driven insights to identify skill gaps, retention issues, and training requirements.Align talent and performance management initiatives with operational efficiency goals.Oversee career exploration and mobility structures.Optimize tools for performance tracking, succession planning, and learning programs.Establish people management guidelines and expectations.Champion Riverside\'s objectives & key results (OKR).Enhance employee engagement, culture, and brand strength.Measure the impact of development programs using data analytics.Design and roll out a talent acquisition strategy.Lead a dedicated recruitment team, manage their budget, and nurture stakeholder relationships.

Education

• Huntington University

  Bachelor of Science (B.S.), Business/Managerial Economics

  1999 — 2001

• Indiana Wesleyan University

  Master of Arts (M.A.)

  2002 — 2004

• Bowling Green State University

  Bachelor of Science (BS), Economics

  1997 — 1999

• North Carolina State University

  Secondary Education and Teaching | Lateral Entry Program

  2006 — 2008