DAVID M.

ALPER
408.772.3244 ▪ david.alper@act1consulting.com ▪ www.linkedin.com/in/davidalper ▪ twitter.com/alper_95119

LEARNING and DEVELOPMENT LEADER

Leadership & Employee Development | Talent Management | Performance Management
Highly strategic, analytical and metrics-driven learning leader experienced in architecting, implementing and delivering
learning programs in fast-paced technology environments that support business initiatives and corporate scale.
Successfully executes a vision and makes it a reality. From design through execution, successfully facilities impactful
learning programs and curricula for all employee populations that elevate leadership capabilities, drive employee
engagement and increase overall performance.
Highly collaborative, innovative, resourceful and consultative to successfully identify areas of learning opportunity and
partner with stakeholders, internal partners and executive layer on key proposals/initiatives.
From instructional design through development and delivery with a hands-on approach, is able to effectively deliver
successful programs in both large and small organizations with teams of one or teams of many. An effective leader that
builds high performing and highly engaged teams.

CORE STRENGTHS
Classroom Facilitation | Virtual Facilitation | Performance Measurement | Performance Management
SMART Goals or OKR Development | Curriculum Design | Coaching & Team Building
Leadership Development | Business Acumen | Change Management

SELECT HIGHLIGHTS

▪ In collaboration with executive leadership, designed and delivered process and supporting tools and learning
content for talent identification and succession planning integrated into QBRs.
▪ Architected, developed and facilitated senior level leadership curriculum for Director – VP levels. Programs
incorporated blended approach to ensure engagement and strategic alignment, while minimizing time impact on
daily responsibilities.
▪ Transformed talent management functions by securing executive support to implement a new integrated talent
strategy to hire, develop, and retain talented, high-performing employees.
Facilitated 20 virtual training sessions over 5 days to all global employees on the new processes and how to use
the newly implemented HCM.
▪ Integrated role competencies into processes for recruiting, onboarding, promotions and career paths that
boosted engagement and positively impacted diversity and inclusion initiatives.

PROFESSIONAL EXPERIENCE
HEAD OF LEARNING & TALENT MANAGEMENT ACT1 Consulting (San Jose, CA) March 2019 - Present
Consulting with Executive leadership, cross-functional leaders and HR business partners to architect and execute
learning and talent strategies.
▪ Delivered targeted and metric driven education initiatives including upgraded 0/30/60/90 day onboarding
program, engagement surveys, succession planning, 360 reviews, mentorship programs.
▪ Revamped onboarding curriculum and blended learning approach to increase engagement and effectiveness.
Facilitated upgraded New Hire Orientation both in person and virtual.
▪ Architected and facilitated a senior level leadership program for 300 global Director – VP levels. The program
incorporated blended approach to ensure engagement and strategic alignment, while minimizing time impact on
daily responsibilities.
▪ Provided 1:1 coaching to senior level management in order to prepare them for succession.
DIRECTOR OF TALENT MANAGEMENT OPORTUN (San Mateo CA) OCT 2015 to APR 2019
Working in a fast paced, rapidly expanding company, growing +60% YoY, implemented multiple initiatives including
leadership development, employee enablement, performance, and promotion modeling, succession planning and
diversity and inclusion.
▪ Decreased time to productivity by 60% by implementing rapid onboarding to support 1500+ field and call center
employees. Program included simulations and certifications.
▪ Architected business driven learning strategies by partnering with HR Business Partners and Line of Business
executives to implement first talent identification and succession planning.
▪ Delivered New Manager fundamentals program to 250 newly promoted managers into first ever field supervisor
role. Program covered 13 states plus Leon and Monterrey, MX.
▪ Increased engagement scores centered on leadership metrics as result of launching New Manager Onboarding
development programs. Program also resulted in promotions for 50% of graduates.

DIRECTOR, GLOBAL LEARNING & DEVELOPMENT XILINX (San Jose CA) FEB 2013 to SEPT 2015
Led the learning and development team supporting 4000 global employees. Set long-term strategy and vision for
talent management and partnered with executives on custom leadership development for sales/corporate staff.
▪ Executed blended, multi-modality Leadership Development programs designed to integrate in-person, on-demand
content, social platform, mentoring, resources, and tools.
▪ Facilitated 20 virtual training sessions over 5 days to all global employees on the new processes and how to use
the newly implemented HCM.
▪ Architected, developed and facilitated a senior level leadership program for 300 global Director – VP levels. The
program incorporated blended approach to ensure engagement and strategic alignment.
▪ Drove the development and alignment of competency models for 100 roles across 11 business lines integrated
into career paths, supporting learning solutions, hiring and performance management.

DIRECTOR, GLOBAL LEARNING & DEVELOPMENT YAHOO (Sunnyvale CA) JULY 2010 to JAN 2013
Drove learning and development strategy in close collaboration with key stakeholders and senior leaders. Developed
new optimized processes and streamlined templates for the sales organization to propel sales enablement.
▪ Instituted a new metric-driven approach to measure the success of learning and development programs by
benchmarking current capabilities and measuring the direct, positive impact L&D had on raising these metrics.
▪ Drove ongoing professional development and succession planning by incorporated learning paths for all roles and
skills to increase retention, engagement, performance, and goal attainment.

ADDITIONAL RELEVANT EXPERIENCE

▪ LEAD INSTRUCTIONAL DESIGNER CISCO SYSTEMS (ACT1 Consulting) 2008 to 2010
▪ MANAGER, WW TRAINING ADOBE SYSTEMS 2005 to 2008

EDUCATION
B.S. Business Administration Management; cum laude | UNIVERSITY OF COLORADO TECHNICAL

CERTIFICATIONS & ADDITIONAL INFORMATION

Global Management and Communications | GEORGE WASHINGTON SCHOOL OF BUSINESS
Global Management Development | GEORGE WASHINGTON SCHOOL OF BUSINESS
Activity Vector Analysis Type Assessment | ACTIVITY VECTOR ANALYSIS (ava.com)