Tuesday, March 24

3:55 pm - 4:35 pm

Like many companies, Belden had succession plans that looked strong on paper, but didn’t always result in an internal fill for an open succession position. As the company grew in size and geography through mergers and acquisitions, it became more challenging to break down business unit silos and move talent horizontally across the organization. Belden set out to bring a level of strategy to its talent and succession management efforts that mirrors its rigor around financial and operational performance. A sophisticated, yet pragmatic, system was built to inform its hiring needs and build and sustain the talent pool. The model is producing strong results including a 78% internal fill of succession positions and 50% hiring productivity gains.

In this session, you will learn:

  • How to create a succession “machine” by operationalizing and measuring the talent pipeline
  • Best practices and learnings that will help you customize a succession model that meets your organization’s business needs
  • How to gain leadership buy in and ongoing business unit support for this type of model

Dean McKenna

Senior Vice President, Human Resources
Belden Inc.

About Dean McKenna

Dean McKenna is Senior Vice President of Human Resources at Belden Inc.  He leads the global HR function and has executive responsibility for HR strategy, culture, talent development, succession planning, corporate communications, organizational performance, benefits, reward and recognition.

Over the last 25 years, McKenna held various senior human resource positions in Fortune 500 and FTSE 100 companies covering multiple industries including consumer goods, food ingredients, chemicals, electronics and engineering. He has worked extensively across Europe, Asia, Africa and the Americas.  McKenna holds a Master’s of Science degree from Nottingham Business School, UK, and is a long-time member of the Chartered Institute of Personnel and Development, UK.