J

Joe***zky

Human Resources Executive | Managing Partner · Full-time Oct 2020 to Present · 4 yrs 2 mos

Education

Brigham Young University

Brigham Young University Two-year Full-time Master in Business Administration (MBA), Organizational Behavior / Human Resources NTL (National Training Laboratories Institute for Applied Behavioral Science) Organizational Development Certificate

Skills:

Human Resources (HR) 8 experiences across Global Leader Group and 2 other companies 2 endorsements Training and Development (HR) 7 experiences across Global Leader Group and 2 other companies 2 endorsements

Work Experience:

Human Resources Executive | Managing Partner Global Leader Group · Full-time Oct 2020 to Present · 4 yrs 2 mos Utah, United States · Remote Global HR Executive - Human Resources (Honeywell Spin-Off) Garrett - Advancing Motion Oct 2018 to Nov 2020 · 2 yrs 2 mos Switzerland Honeywell 8 yrs 8 mos Executive Sr. HR Director and HR Spin off Leader Jul 2018 to Oct 2018 · 4 mos Geneva Area, Switzerland Global HR Director Sep 2016 to Jun 2018 · 1 yr 10 mos Geneva Area, Switzerland Global HR Director Aug 2014 to Sep 2016 · 2 yrs 2 mos Greater Minneapolis-St. Paul Area Chief Executive Officer National Home Mortgage · Full-time Dec 2005 to Dec 2008 · 3 yrs 1 mo Tennessee, United States Account Executive/Sales HSBC Oct 2004 to Dec 2005 · 1 yr 3 mos Orem, UT

AI Resume Analysis

Candidate Intelligence Report

AI-powered analysis from the perspective of a US hiring director — evaluating career continuity, growth trajectory, and role fit.

Career Continuity & Risk Assessment

Employment GapHigh

There is a notable 2008–2014 employment gap on the record; this raises questions about recency and continuous industry engagement that should be explored in interview discussions.

Industry ConsistencyMedium

Roles span mortgage/finance, aerospace/manufacturing spin-offs, and HR leadership across global sectors. While HR is consistent, multi-industry pivots require careful assessment of domain-specific context and onboarding needs for a new sector.

Tenure StabilityMedium

Post-gap tenure shows multiple 2–4 year assignments with a recent 4+ year track record at Global Leader Group, indicating improved stability but history warrants validation of long-term commitment in a new opportunity.

Education-Career MatchLow

Education at Brigham Young University aligns with a professional trajectory in HR leadership and organizational development; no evident misalignment between academic background and career path.

Career Growth Curve

Account Executive/Sales Entry
HSBC
Oct 2004 - Dec 2005
Chief Executive Officer ↑ Promoted
National Home Mortgage
Dec 2005 - Dec 2008
Global HR Director Lateral
Honeywell
Aug 2014 - Sep 2016
Global HR Director ↑ Promoted
Honeywell
Sep 2016 - Jun 2018
Executive Sr. HR Director and HR Spin off Leader ↑ Promoted
Honeywell
Jul 2018 - Oct 2018
Global HR Executive - Human Resources (Honeywell Spin-Off) ↑ Promoted
Garrett - Advancing Motion (Honeywell Spin-Off)
Oct 2018 - Nov 2020
Human Resources Executive | Managing Partner ↑ Promoted
Global Leader Group
Oct 2020 - Present
Assessment: The candidate demonstrates a progressive ascent to senior HR leadership with global scope, punctuated by a significant mid-career gap. The recent stable tenure and breadth of HR transformation, leadership development, and executive coaching credentials support readiness for CHRO-level opportunities, albeit with due diligence on gap context and sector fit.

Best-Fit Roles (Top 5)

1

Chief Human Resources Officer (CHRO) - Global Manufacturing/Technology Company95% fit

Extensive global HR leadership, spin-off and transformation experience, and a current Managing Partner role demonstrate strategic oversight, executive coaching, and cross-functional collaboration needed at a CHRO level.

2

Global Head of Human Resources / Vice President of HR - Multinational Corporation92% fit

Proven track record delivering global HR strategy and operations across regions, with strong leadership development and people analytics capability relevant to large, matrixed organizations.

3

Chief People Officer (CPO) - Large Enterprise89% fit

Deep focus on leadership development, learning, and culture; capable of shaping talent strategy and organizational effectiveness at scale.

4

Senior Vice President, Talent & Organization - Global87% fit

Strong background in executive coaching, learning, and leadership pipelines; fits complex global talent strategies and change initiatives.

5

Managing Partner, People & Culture Advisory - HR Consulting Firm85% fit

Leverages current leadership in HR consulting, executive search, and relationship management; strong option for advisory-focused board-level client engagements.

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