Jeremy Hannah - Co-Founder | Coach | Global Talent Management Leader, Viante Talent Solutions

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Work Background

Viante Talent SolutionsFounder, Coach and Global Talent Solutions Leader

Mar. 2025Michigan, United StatesIn 2024, after nearly two decades of driving impact inside global organizations and as an external advisor, I hit pause for a purpose-filled sabbatical. My wife Valerie and I spent the year traveling the world, exploring new cultures and perspectives. That experience inspired the creation of Viante Talent Solutions—a coaching and consulting practice grounded in the passion for being a spark for community, culture, and a deep rooted desire to help people grow and thrive. The name, “Viante,” itself is a play on words derived from Latin and Italian roots meaning “the traveler” or “the way ahead,” and that’s exactly what we aim to offer: a path forward for individuals and organizations ready to transform. Through our proprietary FORWARD™ framework, I partner with curious, courageous clients to: ► Deliver deeply personalized, human-centered coaching that taps into each individual’s unique strengths and aspirations. ► Equip businesses with world-class talent strategies, leadership development, learning journeys and organizational growth solutions. As Founder, Coach and Global Talent Solutions Leader, I bring a blend of strategy, creativity, and a commitment to helping others unlock their full potential and lead with greater clarity, confidence, and purpose.

CarrierDirector, Talent Management (Global Functions)

Jan. 2019 - Feb. 2024Palm Beach Gardens, Florida, United StatesI owned the creation and execution of the talent strategy for all global functions, comprising ~35K employees across nine departments. I continuously evolved managing the talent pipeline, growing leadership capability and enhancing the employee experience all in alignment with organizational goals. Notable achievements in this role: ► Increased employee engagement response rates by 20% and overall engagement scores by 5 points through targeted, data-driven talent processes and scalable development initiatives. ► Spearheaded change management for several large functional transformations, focusing on leadership engagement and the employee experience. Engagement scores remained consistently some of the highest overall scores in the company throughout the transformations. ► Led multiple work streams in the successful implementation of culture transformation through targeted tools and training designed to drive change and enhance adoption. ► Created Carrier’s first Change Management Community of Practice, connecting change leaders to drive adoption and resilience during large-scale functional transformations. ► Steered HR operating model transformation by formulating global service delivery catalog, process documentation, and organizational structure for Americas region within the Talent COE structure.

Driscoll'sGlobal Head of Talent and Performance Management

Aug. 2016 - Jan. 2019Watsonville, CaliforniaI was responsible for defining and executing the enterprise talent strategy, specifically assessing and enhancing global talent development, succession planning, and performance management programs, tools and technology. Notable achievements in this role: ► Developed and refined performance and talent management programs across 13 countries, adapting initiatives to meet diverse cultural needs and support a unified talent strategy and technology. ► Utilized data analytics to influence talent development decisions, presenting recommendations to the executive team resulting in the implementation of more targeted leadership development programs. ► Led the Early Career and Campus Relations team in enhancing talent attraction and retention through the development of university partnerships and a focus on developing leaders of the future, resulting in a 30% increase in intern-to-full-time conversion.

Southern California Edison (SCE)Sr Manager, Talent & Assessment Programs

Nov. 2010 - Aug. 2016Rosemead, CaliforniaAs leader of the Assessment and Talent Programs team, I was responsible for enabling my team in enterprise-wide program and process execution. I set and drove the group vision & strategy. This was particularly important in ensuring the company's assessment tools for its 10K + field employees were, first and foremost, ensuring each candidate could perform their duties safely, but that the assessments themselves were valid, reliable and legally defensible. For the period of about a year, I also directed the technical training team in conducting needs assessments, designing and launching all training programs for craft, field, and engineering roles. Notable achievements in this role: ► Secured $11.9M cost savings and elevated operational efficiency by providing direction to two project teams of senior HR leaders, business executives, and subject matter experts in an HR transformation project. ► Increased employee motivation to explore career options, engage in communications of aspirations, and prepare development plan by initiating effective career development program, workshops, and coaching engagements. ► Attained goal of evaluating 1.6K leaders and built development plans for all leaders via management and delivery of companywide leadership assessment project. ► Led the transformation of the company's talent management processes, including the configuration and delivery of a new technology platform (Success Factors).

Koff & AssociatesHuman Resources Consulting Project Manager

Mar. 2006 - Nov. 2010Client Relationship Building - Provided HR consultation and generalist support on a variety of strategic HR initiatives (e.g., performance management, recruitment, job analysis and classification, compensation market analysis and structure development) to over 40 individual client organizations. Developed relationships with executive leadership, union representation, governing bodies and other key stakeholders to ensure we were meeting business needs and to obtain maximum buy-in. Project Management - Managed projects (often multiple concurrent project work streams occurring at the same time), including identifying client unique needs, creating project scope and deliverables, developing final reporting, presenting final recommendations, and creating implementation/change management plans. Job Classification and Org Design - Conducted detailed job analysis for the development of classification structures and job descriptions through the administration of surveys and facilitation of subject matter expert interviews and focus groups resulting in more clearly defined job roles, responsibilities, and minimum requirements. Compensation Market Studies & Salary Structures - Conducted total compensation benchmarking studies, resulting in the identification of opportunities for improved compensation program efficiencies and execution of improved systems that ensured fiscal responsibility and competitiveness in the market for new talent. Training Facilitation - Facilitated staff trainings and counseled client executive management on HR best practices to ensure compliance and best practice implementation. Provided change management support to the organization as projects were implemented. Recruitment - Led full-cycle executive and general staff recruitment efforts for clients, including creating and implementing a sourcing strategy, pre-screening candidates, creating selection tools and facilitating assessments, and coordinating offer letters and on-boarding.