Ingrid Laman is a Vice President of Research and Advisory in the Human Resources Group at Gartner. Ms. Laman is responsible for interfacing almost continuously with Global HR Directors and senior HR executives to foster deep, broad relationships with individuals, applying and packaging Gartner's resources to meet their challenges; and sensing patterns among customer needs to drive the research agenda and event calendar.
Additionally, she is responsible for supporting commercial meetings in conjunction with revenue partners. She is also responsible for overall contract value outcomes for the programs they support. Her key responsibilities are: Applying expansive knowledge of Gartner research to help resolve high-value business problems for clients, managing and developing advisory strategy for a portfolio of member companies, assumes a leadership role in defining the research agenda and in product development activities, actively shaping the direction of ongoing research and product creation projects; participating in and providing feedback during checkpoint meetings and other stages of the strategic research process and supports revenue functions to diagnose issues and deliver insights and values in the moment.
In her previous role, Ms. Laman has worked closely with C-level executives to identify and produce research that solve complex business challenges on a global scale. This includes directing the scope of the research, identifying and executing on product deliverables' including diagnostics and webinars, and building new content ideas.
Principal Executive Advisor
Research Director, Learning & Development and Recruiting Leadership Council
Diversity, Equity and Inclusion
M.S., Foreign Service, Georgetown University, Graduated With Honors
B.A., International Relations and Spanish, Wellesley College, Cum Laude
1Developing a business and HR-aligned strategy for D&I, culture, engagement and employment value proposition (EVP)
2Designing a people- and process-focused cultural transformation (e.g., inclusive culture) approach
3Designing a compelling employee value proposition (EVP) to attract, recruit, develop and engage critical talent
4Improving employee performance and engagement through a consumer-based employee experience
5Mitigating unconscious bias in core talent and business processes (e.g., recruiting, performance management and succession management)