Mary F. Tack, M.A., SHRM-SCP, HCS, SWP, SPHR

Mary F. Tack is a  talent management and organization development consultant with over 20  years of experience. She has spent most of her career in the high  technology arena having worked for organizations to include L-3 National  Security Solutions, Deltek and Software AG. 


She consults with organizations to analyze integrated organizational human resources practices related to people, processes and technology that attract, develop, motivate, and retain productive, engaged employees. She facilitates the assessment of leaders, manager and teams and creates interventions that improve emotional intelligence, collaboration, and communication. 


Key competency areas include: 


Leadership, Management and Team Assessment and development: 

Creating and delivering  soft skills training in topics to include emotional intelligence, personality styles, leadership and management best practices, and team development. Administration of Everything DiSC® 360, Management, and Team assessments. 


Strategy Development: 

Developing Human Resources strategy to align with business objectives and culture to drive organizational development. 


Organizational Development: 

Preparing workforce for major change initiatives and developing multiple mechanisms for changing behavior and improving organizational effectiveness. 


Competency Models:

Identifying measurable behaviors, characteristics, abilities and personality traits that identify successful employees across all talent management processes and programs.


Behavioral Interviewing:

Applying competency-based interviewing and interviewing processes to successfully attract and hire key talent for current and future organizational needs.


Onboarding and New Hire Orientation:

Acclimating new hires and ensuring that they quickly feel welcomed and valued by the organization.


Leader Assimilation:

Facilitating the alignment of leader and team expectations and preferences to set the stage for a successful transition.  


Performance Management:

Communicating and clarifying job responsibilities, priorities, performance goals, and measures of success to optimize employee performance.


Career Development:

Designing appropriate career development models and creating assessment tools for employees to attain specific career goals.


Succession Management:

Identifying and developing internal personnel with the potential to fill key or critical organizational positions.


Offsite Facilitation:

Facilitating corporate offsite sessions to include agenda development, content recommendations and implementation of suitable initiatives. 

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