Operator Turned Workforce Strategist
I turn workforce data into
competitive advantage.
Enterprise performance strategist with 25+ years in technology delivery and people strategy. I build talent systems that reduce attrition cost, accelerate promotion velocity, and protect margins. Fortune 1000 track record across $20MM+ in transformations.
About
An enterprise performance strategist who uses workforce systems as financial leverage.
Most people leaders come from HR. I came from the engine room. For 18 years, I managed complex technology programs for brands like Procter & Gamble, Canon, Under Armour, and Lowe's. I learned where decisions stall, where talent breaks, and where margin leaks hide in workforce data that nobody is reading.
When I transitioned to lead Merkle's global culture function, I brought operational discipline with me. I built a center of excellence serving 16,000+ employees across three regions with a $12MM budget. But more importantly, I connected every talent initiative to a financial outcome: reduced attrition cost exposure, accelerated promotion velocity, expanded leadership bench strength, and measurable retention economics.
My career proves a thesis that most organizations still haven't internalized: the best talent strategies are built by leaders who understand both the data and the humans behind it, and can translate both into language the CFO respects.
Leadership Philosophy
"I'm renting my title, but I own my brand."
Three pillars: transparency, promise, and control. Trust is the default. Autonomy is granted. When workforce data reveals uncomfortable truths, we act on them.
For Boards & CEOs
I operate at the governance level. Board member at Genesys Works National Capitol Region. Chief Technology & Transformation Advisor at Mind for Mission. I understand fiduciary responsibility, enterprise risk, and the connection between workforce health and shareholder value.
Impact
Every initiative connects to a financial outcome.
Business & Financial Performance
$20MM+
Revenue Under Management
Fortune 1000 Digital Transformations
20%
Profit Margin Improvement
Under Armour Platform Restructure
$1M
Operational Cost Savings
Lowe's CRM Implementation
10%
Delivery Cost Reduction
Cross-Platform Efficiency Gains
3x
Promotion Velocity
Three Promotions in Six Months via LIFT
18%
Revenue Growth Recovered
P&G $250M Platform Turnaround
Talent & Workforce Outcomes
$12MM
Annual Budget Stewarded
Global Talent Operations, 3 Regions
50%
Talent Pipeline Expansion
Reduced Time-to-Fill for Critical Roles
1,300
DEI Champions Mobilized
Retention Infrastructure Across 16,000+
4%+
Women in Executive Ranks
Leadership Bench Strength Increase
35%
Diverse Recruitment Lift
Howard University Partnership ROI
5
Industry Awards
Including Microsoft DEI Champion of the Year
Awards & Recognition
Microsoft Advertising DEI Champion of the Year
2018
DEI Champion for Merkle
2019
Digital Revolution Awards: D&I Employer of the Year (UK)
2022
Building Futures Award, Genesys Works
2022
US Agency Awards Shortlist: Best Inclusion Initiative
2023
Expertise
Where data, people, and financial discipline converge.
Workforce Analytics & Predictive Modeling
Using workforce data to predict attrition risk, quantify retention economics, and identify performance patterns before they impact the P&L.
Culture Transformation at Scale
Building measurable culture programs from zero to center of excellence with defensible ROI tied directly to margin protection and talent retention.
Enterprise Digital Delivery
25+ years leading $20MM+ technology transformations for Fortune 1000 brands, delivering cost reduction, productivity improvement, and revenue growth.
Talent System Architecture
Designing fair, transparent talent systems that accelerate promotion velocity, reduce time-to-fill for critical roles, and connect people investments to financial outcomes.
Employee Value Proposition Design
Crafting EVP frameworks that reduce attrition cost exposure, strengthen employer brand positioning, and measurably improve offer acceptance rates.
Organizational Design & Restructuring
Aligning talent capabilities with strategic business objectives to protect margins, mitigate succession risk, and accelerate enterprise performance.
Case Study
Building a global talent function from zero.
Before
Merkle had no formal DEI function, no measurement framework, no dedicated budget, and no global coordination across 16,000+ employees in three regions. Talent representation was stagnant. Leadership bench strength was weak in diversity. There was no infrastructure to connect people strategy to business outcomes.
Problem
The CEO needed a center of excellence that could operate at enterprise scale, produce measurable financial and talent outcomes, and withstand scrutiny from the CFO, the board, and external stakeholders. This was not a communications exercise. It was an operational build that required budget management, vendor selection, technology integration, cross-regional governance, and executive stakeholder alignment.
Action
I recruited a team of six professionals across three regions within 12 months and built the function from the ground up. I secured and managed a $12MM annual budget, established 11 Employee Resource Groups with 1,300 champions, created systematic measurement frameworks using Workday and workforce analytics, launched the LIFT leadership program, formed Merkle's first Howard University partnership, and embedded inclusive hiring practices with the first Inclusive Hiring Manager.
Result
50% increase in diverse talent pipeline. 4% rise in women executives. 7% growth in underrepresented talent. 35% boost in diverse recruitment via Howard University. Three internal promotions in six months through LIFT. Employee Pulse scores improved from 3.0 to 4.1. Five industry awards including Microsoft DEI Champion of the Year. Published thought leadership in Quartz, Digiday, and Afrotech. The function became a model referenced by Dentsu's global leadership.
Thought Leadership
Published perspectives on the future of work.
6 Tactics to Support Employee Mental Health
Quartz2023We Are Not Spectators: Creating More Equitable Environments
Afrotech2022People Are Over Mentored and Under Sponsored
Digiday2022Understanding Your Employees Is Critical to Great Work Experience
People Matters2021Interview: Chief Equity Officer at Merkle
AiThority2021Supporting Employees' Mental Health: An Innovative Approach
Merkle Reports2023Executive Bio (1 Page PDF)
Downloadable for recruiters, hiring managers, and board introductions.
Career Timeline
25+ years building teams, systems, and bottom line results.
2020 to Present
Global Chief Culture Officer
Merkle / Dentsu
Built global talent center of excellence from zero. $12MM budget. 16,000+ employees across 3 regions. Reduced attrition cost exposure and increased leadership bench strength.
2011 to 2020
Senior Director & Delivery Engagement Leader
Merkle
Led $20MM+ in digital transformations. Improved profit margins 20%, reduced delivery costs 10%, recovered 18% revenue growth. 4 promotions in tenure.
2007 to 2011
Associate Program Manager
Merkle
Transformed underperforming $250M P&G marketing platform. Grew revenue 18%, profitability 27%. Reduced system downtime from 18 hours to 4 to 6 hours.
2000 to 2007
Manager & Senior Consultant
Capgemini Ernst & Young
Led engagements valued up to $30M across telecom, media, entertainment, and health sciences. 2 promotions based on top line financial performance.
Education & Executive Development
◆M.S. Computer Information Systems, University of Phoenix
◆B.S. Computer Science, University of Maryland
◆Harvard: Building Organizational Cultures
◆Cambridge: Prince of Wales Business & Sustainability
◆Georgetown: Certificate in DEI
◆McKinsey: Connected Leaders Academy
◆Duke: Building Financial Acumen
◆PMP Certified, Project Management Institute
Governance & Community Impact
Extending enterprise discipline to community ecosystems.
Board of Directors, 2021 to Present
Genesys Works National Capitol Region
Governance oversight for a workforce development nonprofit that creates career pathways for young adults from underserved communities into corporate internships and full time employment. Connecting enterprise talent pipeline strategy with community level workforce infrastructure.
Strategic Advisor, 2025 to Present
Cultural Academy for Excellence (CAFE)
Led a comprehensive brand, technology, and marketing transformation for this 501(c)(3) arts education nonprofit during its 30th anniversary year. Delivered a full brand refresh, implemented a 13 platform digital ecosystem with CRM integration, and managed a holiday concert campaign that generated $5,297 in revenue with 5X return on ad spend. Applied Fortune 1000 operational methodology to a community organization, connecting systems thinking with measurable outcomes.
$5,297
Concert Revenue
228 Tickets, 4.9/5 Rating
5X
Ad Return on Spend
Facebook Campaign on $101 Investment
2X
Email Engagement
Open and Click Rate Improvement
13
Platforms Integrated
Full Digital Ecosystem Documented
"Kirt Morris brought a level of strategic marketing and technology expertise to CAFE that most nonprofits our size simply cannot access. His work has strengthened every aspect of how we communicate our mission and connect with our supporters. I recommend Kirt without reservation."
Lorna Green
Founder & CEO, Cultural Academy for Excellence
Chief Technology & Transformation Advisor
Mind for Mission
Advisory role applying enterprise technology strategy and organizational transformation expertise to mission driven organizations.
For executive, board, or strategic advisory discussions.
I engage selectively with organizations where workforce strategy, talent systems, or culture transformation are treated as competitive levers. If that describes your challenge, I welcome the conversation.
Direct contact.
Odenton, Maryland · Open to Remote & Hybrid
© 2026 Kirt Morris. Board Member, Genesys Works National Capitol Region. Strategic Advisor, Cultural Academy for Excellence. Chief Technology & Transformation Advisor, Mind for Mission.