Associate Dean Professional Development resume example

• Learning & Development (L&D): Supported the Board's strategic initiatives by developing and launching multiple L&D programs for the company's senior leadership (VP level) and management employees (15,000 employees). Organized and facilitated Senior Leadership development program & retreats. Reported progress, outcomes & recommendations to the Board on a quarterly basis.
• Change Management: Implemented the transformation of the HR group towards a more consultative organization by offering more value-added services and programs intended to align closely with the business strategy & meet employees' needs
• Strategic Planning: Worked closely with internal stakeholders (employee relations, compensation, legal, strategic planning and corporate communications) to ensure alignment of the strategic initiatives set by the Board
• Onboarding: Developed and implemented a highly engaging & impactful onboarding program for all new hires (union, management, leadership development program, coop, interns & entry level)
• Employee Engagement & Retention: Worked with senior leadership and the Board to develop retention strategies & employee engagement programs tailored to the various employee segments
• HR e-Learning: Led the creation of e-Learning web-based modules, online HR library & in-person employee training programs, supervised the Instructional Design team
• Recruitment: Redesigned the HR recruiting model and strategy which improved the quality of candidates and reduced the Time to Hire by three months in the first year of implementation
• Diversity & Inclusion (D&I): Worked with the VP, D&I and Office of EEO to ensure diversity in recruitment efforts and create employee programs fostering inclusion and belonging

HR management consulting (onsite assignments) for large/global French companies:

• HR Organizational Design for Paris-based Companies: Established HR functions & strategic HR org planning from the ground up for large French companies establishing/expanding U.S. operations, including sourcing, HR policies & processes, workforce planning & development, learning & development initiatives (Longchamp, Hermes, Lalique, Lacoste)
• Talent Management: Created Employee Development Programs as an onsite management/HR consultant (1+ year assignments) for the company's clients (Lacoste, Longchamp, Dior, Marc Jacobs, Hermes, etc.)
• Cross-cultural initiatives: Developed & delivered cross-cultural training programs (in-person and web-based) with the company's clients headquartered in Paris, to be delivered in the Americas (Canada/USA/Latin America) to all employees to ensure alignment with Headquarters' strategic objectives. Assessed initiatives' success through industry/peer benchmarking, staff surveys & metrics set by Corporate
• Employee Training: Led the instructional design initiatives, working with offshore dev teams (Morocco & Costa Rica), coordinated the development with the clients' Corporate offices (Paris) development & delivery of professional development programs and initiatives, both in person and online
• Executive Coaching: Created internal coaching resources for executives. U.S. cultural training delivered to French leadership teams
• Workforce Development: Led creation/adaptation of performance management systems & processes in highly complex/matrixed organizations (LVMH, Hermes)
• Talent Sourcing: Identified the strategic HR capabilities for U.S. talent sourcing to competitively position the company's clients in the marketplace and ensure alignment with Headquarters' strategic goals
• Strategic HR Planning: Identified operational areas in need of improvement and introduced training programs to optimize internal training, retention, employee engagement, and HR processes.