Stefanie Smedstad

About Stefanie Smedstad

Senior Vice President, Global Talent Management with experience in the financial services and non-profit industries in global, multi-site environments. Creative talent strategist with broad business and HR expertise, and a successful track record of leadership, sound judgment and execution. Able to translate organizational strategy and priorities to relevant people strategies and talent agendas. Skilled in all areas of the talent life cycle, with the ability to remain agile, managing change and growth effectively. Strong communicator, consensus builder, and project manager. Inclined to effectively take on various initiatives simultaneously through exceptional organizational skills. Able to build trust and credibility with all levels of staff and leadership. Can think strategically, while also focusing on tactical and operational execution. Adept in building strong and effective teams with complementary skills.

Experience

1. SVP, Global Talent Management

   UNFCU

   Jan 2026 — Present · New York, NY, US

   Accountable for architecting and executing a forward-looking, enterprise-wide global talent strategy aligned with long-term business objectives. Serve as a strategic advisor to executive leadership, embedding talent as a core driver of org performance, culture and competitive advantage. Lead design and delivery of innovative, scalable programs and operating models that attract, develop, engage, and retain world-class global talent. Shape a differentiated employee value proposition and elevate the end-to-end employee experience through inclusive, progressive, and future-ready people strategies. Provide enterprise thought leadership across the full talent lifecycle, reimagining global talent management frameworks to enable a hybrid workforce and cultivate a high-performing, agile, and purpose-driven culture. Oversee full spectrum of global talent management, incl:*Learning & development*Workforce planning, succession & talent reviews*Org design*Performance management*Employee relations & HR governance*Talent acquisition*Compensation, rewards & recognition*Employee engagement & cultural alignment*Internal mobility, career architecture & onboarding Define and execute enterprise learning & development strategy to build org capability, accelerate readiness, and future-proof critical skills in alignment with business priorities. Lead design and governance of scalable, high-impact learning ecosystems that drive performance, strengthen succession pipelines, and enable a culture of continuous growth across a global workforce. Lead complex, enterprise-level initiatives with significant organizational impact, leveraging data-driven insights to inform strategic decision-making. Build a high-performing Talent Management function, fostering a culture of accountability, innovation and continuous development. Member of cross-functional executive councils/governance committees focused on impact & inclusion, incident response, global expansion and centers of excellence.

Education

• Rutgers University

  Bachelor of Arts (B.A.), Psychology

Skills

• Succession Planning
• Recruiting
• Fmla
• Benefits Administration
• Applicant Tracking Systems
• Change Management
• Banking
• College Recruiting
• Labor Relations
• Personnel Management
• Internet Recruiting
• Training
• Technical Recruiting
• Onboarding
• Vendor Management
• Temporary Placement
• Hris
• HR Policies
• Employee Engagement
• Management
• Team Building
• Screening Resumes
• Performance Management
• Employee Training
• Resume Writing
• Sdlc
• Human Resources
• Talent Acquisition
• Leadership
• Deferred Compensation
• Peoplesoft
• Workforce Planning
• Talent Management
• Compensation & Benefit
• Interviews
• Employee Benefits
• Strategic Planning
• Employee Relations
• Payroll