Stephen J. Drotter has more than 35 years of substantial Human Resources Management experience with leading American, European, and Australian global corporations, both as a Senior Human Resource Executive and as an expert advisor to Senior Management.

Mr. Drotter is currently the Chief Executive of Drotter Human Resources, Inc. which specializes in executive succession, organization design, and leadership development. Projects completed or in progress include:

• 16 CEO succession plans and installation of a succession planning process,
• 12 major corporate organization structure redesigns,
• 1200 in-depth executive assessments, and
• numerous executive development programs focused on leading the human side of the business and several hundred individual coaching sessions.

He is co-author of The Leadership Pipeline and of The Succession Planning Handbook for the Chief Executive.

After earning a degree in Economics from Amherst College in 1964, he graduated from General Electric’s Employee Relations Management Program. He held a series of increasingly responsible Human Resource positions in the Aerospace, Industrial Products, and Consumer Goods businesses at GE (1964-1978). Executive assessment and selection, succession planning, manpower planning, management development, compensation, and organization planning were his areas of concentration. He was one of the original designers and implementers of GE’s world-famous succession planning process.

At INA Corporation (1978-1983), he first headed Organization and Management Development. Later, as Vice President–Employee Relations and Development, he had full responsibility for all Human Resources activity at this Insurance, Health Care and Investment Banking conglomerate. Executive assessment, executive compensation, succession planning, manpower planning, policy development, and leadership development were areas of special emphasis. He was a member of the Policy Committee and led a HR organization of 300 people.

As Senior Vice President-Corporate Human Resources at Chase Manhattan Corporation (1983-1985), he had full responsibility for all Human Resources activity on a worldwide basis. The Human Resource function in Chase numbered over 600. Executive compensation, executive assessment, manpower planning, leadership development, expatriate compensation, and staff reduction were his major areas of concentration. He was a member of the Policy committee and a board member of Chase Delaware.

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