Gerald Wu is the director of talent management at CIBC in Canada. He has had a varied career path, starting in banking before moving into HR roles. He chose to specialize in talent management because he wanted a career where he could apply his business knowledge and passion for people to help organizations succeed. As the director of talent management, his main responsibilities include executive recruitment, developing leaders, and partnering with HR to support senior leaders in managing talent. He enjoys coaching leaders and helping them achieve both business and personal success.
The top talents are crucial for each modern organization. Without top talents the company cannot survive. The talents are usually the source of innovation, they do manage challenging projects and they deliver results.
The job market is tough today, the quality of education is decreasing, but the companies require highly skilled employees. Companies do fight for talents.
How your company can find the right talents on the job market? How the company can build the pool of interesting talents available on the market?
LinkedIn is not the only solution, the company has to design a mix of different HR and marketing tools to promote itself on the job market to become a really attractive target to top talents.
Presents challenges facing HR leaders and HR functions with emphasis on leadership competencies, technology demands, global mindset and career growth tactics.
Human Resource Leaders are faced with extreme HR makeover demands and opportunities. HR is at a technological, global and service-delivery crossroads. HR professionals also can wisely re-examine their competencies and capabilities to meet organizational human capital needs of the future.
The top talents are crucial for each modern organization. Without top talents the company cannot survive. The talents are usually the source of innovation, they do manage challenging projects and they deliver results.
The job market is tough today, the quality of education is decreasing, but the companies require highly skilled employees. Companies do fight for talents.
How your company can find the right talents on the job market? How the company can build the pool of interesting talents available on the market?
LinkedIn is not the only solution, the company has to design a mix of different HR and marketing tools to promote itself on the job market to become a really attractive target to top talents.
Presents challenges facing HR leaders and HR functions with emphasis on leadership competencies, technology demands, global mindset and career growth tactics.
Human Resource Leaders are faced with extreme HR makeover demands and opportunities. HR is at a technological, global and service-delivery crossroads. HR professionals also can wisely re-examine their competencies and capabilities to meet organizational human capital needs of the future.
Looking for the right leaders for your organization? Here is an example of the type of psychological, behavioral and competency report we develop for our clients. This report informs you of the candidate's suitability to your organizations culture and a specific management or leadership role. The report offers detailed information regarding the candidate’s strengths and weaknesses relevant to the role as well as general information regarding the candidate’s leadership and behavioral style and abilities. The report includes recommended interview questions, which can be used to further probe issues identified in the report. The report is tailored to measure experience against the role expectations in the job description.
“I believe that a mentor empowers a person to see a possible future, and believe it can be obtained. I am a product of great mentoring...Mentors are very important. They could be anyone your family, your friend or your boss.”
Find out what drives my passion for business, people and organizational effectiveness. Review my accomplishments.
Step into my leadership world and decide if my leadership style is what you need in your business. Ask the question "What do you have that I can't get anywhere else?" Read my answer to find out about my capabilities, specifically how I connect vision and strategy to the everyday world of the employee.
The Human Resource Business Professional
(HRBP™) is a globally relevant credential that
is designed to validate professional-level core
human resource knowledge and skills.
The credential demonstrates mastery of
generally accepted technical and operational HR
principles. Independent of geographic region,
the credential complements local HR practices.
Through demonstrated knowledge, the credential
enhances the credibility of HR professionals and
the organizations they serve.
Morgan International was the pioneer in bringing
the HRBP credential into the region. A longtime
partner of the Society for Human Resource
Management, Morgan piloted the program in
2012 and saw the first wave of professionals pass
their HRBP exam.
Mchils– A Search firm to ensure the highest standards of professionalism in the practice of Executive Search and by that to give new perspectives to our clients as well as our candidates. When companies seek to hire senior-level management from outside their organization, we make sure they hire not just any qualified person, but the most qualified and appropriate person to meet the challenges of the position and by that the future of the company. As a retained Executive Search firm we work under an exclusive contract with the client organization dedicated to searches that succeed.
Strategic capability - strategic human resource managementmanumelwin
Strategic capability is a concept that refers to the ability of an organization to develop and implement strategies that will achieve sustained competitive advantage. It is therefore about the capacity to select the most appropriate vision, to define realistic intentions, to match resources to opportunities and to prepare and implement strategic plans.
Most Inspiring HR Leaders in Middle East to Watch, 2024.pdfCIO Look Magazine
This edition features a handful of The Most Inspiring HR Leaders in Middle East to Watch that are leading us to a better future
Read More: https://ciolook.com/most-inspiring-hr-leaders-in-middle-east-to-watch-2024-january-2024/
Most Impressive HR Leaders, Making Waves in the Industry.pdfInsightsSuccess4
This edition features a handful of business leaders Impressive HR Leaders across several sectors that are at the forefront of leading us into a digital future.
Looking for the right leaders for your organization? Here is an example of the type of psychological, behavioral and competency report we develop for our clients. This report informs you of the candidate's suitability to your organizations culture and a specific management or leadership role. The report offers detailed information regarding the candidate’s strengths and weaknesses relevant to the role as well as general information regarding the candidate’s leadership and behavioral style and abilities. The report includes recommended interview questions, which can be used to further probe issues identified in the report. The report is tailored to measure experience against the role expectations in the job description.
“I believe that a mentor empowers a person to see a possible future, and believe it can be obtained. I am a product of great mentoring...Mentors are very important. They could be anyone your family, your friend or your boss.”
Find out what drives my passion for business, people and organizational effectiveness. Review my accomplishments.
Step into my leadership world and decide if my leadership style is what you need in your business. Ask the question "What do you have that I can't get anywhere else?" Read my answer to find out about my capabilities, specifically how I connect vision and strategy to the everyday world of the employee.
The Human Resource Business Professional
(HRBP™) is a globally relevant credential that
is designed to validate professional-level core
human resource knowledge and skills.
The credential demonstrates mastery of
generally accepted technical and operational HR
principles. Independent of geographic region,
the credential complements local HR practices.
Through demonstrated knowledge, the credential
enhances the credibility of HR professionals and
the organizations they serve.
Morgan International was the pioneer in bringing
the HRBP credential into the region. A longtime
partner of the Society for Human Resource
Management, Morgan piloted the program in
2012 and saw the first wave of professionals pass
their HRBP exam.
Mchils– A Search firm to ensure the highest standards of professionalism in the practice of Executive Search and by that to give new perspectives to our clients as well as our candidates. When companies seek to hire senior-level management from outside their organization, we make sure they hire not just any qualified person, but the most qualified and appropriate person to meet the challenges of the position and by that the future of the company. As a retained Executive Search firm we work under an exclusive contract with the client organization dedicated to searches that succeed.
Strategic capability - strategic human resource managementmanumelwin
Strategic capability is a concept that refers to the ability of an organization to develop and implement strategies that will achieve sustained competitive advantage. It is therefore about the capacity to select the most appropriate vision, to define realistic intentions, to match resources to opportunities and to prepare and implement strategic plans.
Most Inspiring HR Leaders in Middle East to Watch, 2024.pdfCIO Look Magazine
This edition features a handful of The Most Inspiring HR Leaders in Middle East to Watch that are leading us to a better future
Read More: https://ciolook.com/most-inspiring-hr-leaders-in-middle-east-to-watch-2024-january-2024/
Most Impressive HR Leaders, Making Waves in the Industry.pdfInsightsSuccess4
This edition features a handful of business leaders Impressive HR Leaders across several sectors that are at the forefront of leading us into a digital future.
A description of the 2015 business environment and the need for value creation through people.
Perceptions on HR and its priorities
Emerging models of HR
A HR strategy approach.
www.mantle.co.nz
Shedding some light on the staunch HR leaders in the niche, Insights Success features some of the enthralling stories of the “Most Influential HR Leaders of – 2022.”
In this issue, Insights Success features enthralling stories of the bright HR leaders in its latest edition, ‘Most Influential HR Leaders of - 2022.
Read More: https://www.insightssuccess.in/most-influential-hr-leaders-of-2022-august2022/
Executive Careers Interview: Jules Smith, Head of People Services at Virgin M...Nigel Wright Group
Jules Smith has followed her dream and risen to the top of her profession. In this interview, she shares with Nigel Wright what has driven her to succeed during her twenty-year career in HR. She also discusses her passion for employee engagement and its direct link to positive customer outcomes.
What is the Role of an HR Consultant? Keshav EnconKeshav Encon
HR Consultants are great communicators and have an in-depth knowledge and understanding of human capital, Human Resources Management, and business processes. They consult for businesses on a number of different areas within the personnel field.
Today, HR management is going through a change, especially with the covid norms, work from
home, and digitalization workforce is emerging. This affects the way HR leaders' processes, but
they are keeping the work organized for the company and the employees superbly. They are now
more involved in taking care of the physical, emotional, and social care of the employees. They
have well adapted to this change as their strength of communication skills becomes crucial in
these times.
1. career paths
G
erald Wu is truly a global citizen. Born in
Hong Kong and educated in the UK from
the age of 12, Wu moved to Toronto nearly
20 years ago with a plan to land a human re-
sources position. But things didn’t quite work out that
way initially.
“I was not able to find an HR position,”he said,“so I
decided to learn about the banking industry.”
Armed with an impressive education that includes
a Master of Arts degree in hotel and catering man-
agement from the University of Dundee, Scotland; a
Master of Science from Edinburgh Napier University, Scotland;
and an MBA from the University of Warwick, he began his bank-
ing career as a part-time teller with Canada Trust (now TD
Canada Trust) before moving up to financial advisor and then
manager of customer service within four years. During that time,
he was able to build a great deal of fundamental, transferable skills
that became critical to his success in HR.
In 2001, he was hired by CIBC in the staffing department to
support telephone banking before once again moving up the ca-
reer ladder to become a senior HR consultant. He then left HR
to become a director of integration and organization effective-
ness within the technology group in CIBC, leading large, complex
transformational organization programs, followed by an op-
portunity to work in Hong Kong for HSBC as regional
manager of the Career Path Program supporting Asia
Pacific.
“This was a great experience for me to go
back to my hometown and work for a large,
international organization. However, I
didn’t like the lifestyle of Hong Kong so
I moved back to Canada two years ago
and rejoined CIBC as the director of
human resources supporting tech-
nology business,” said Wu. “I also
recently completed my Master of
Science degree in health econom-
ics, policy and management from
the London School of Economics
and Political Science, and am cur-
rently a chartered member of the
Chartered Institute of Personnel
and Development and a Certified
Human Resources Leader (CHRL).”
HR Professional recently caught up
with Wu to talk about why HR, and tal-
ent management in particular, is such a
passion.
As CIBC’s director of talent management,
what are your main areas of responsibility?
GeraldWu: I am responsible for the development and
implementation of CIBC’s talent management frame-
work across Canada. The objective of the framework
is to attract, develop and retain a strong leadership
pipeline to deliver on the company’s future strategic
goals.
My key tasks include executive recruitment and tal-
ent management; providing developmental and career
coaching to senior leaders; partnering with HR busi-
ness partners to support senior leaders in managing talent; and
participating in talent discussions and developing talent strategy.
What was your motivation for choosing an HR
career and talent management as a specialty?
GW: People are a critical ingredient for an organization to gain a
competitive advantage. I wanted a career where I could apply my
business knowledge with my passion for people to help organiza-
tions be successful. I believe HR is a critical strategic function that
HR Career Paths: Gerald Wu
TALENT MANAGEMENT SPECIALIST
By Lisa Kopochinski
SergeyNivens/Shutterstock
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