Montgomery Street, San Francisco, CA94105(555) 432-1000, resumesample@example.com
Professional Summary
Senior Talent & Engagement Leader and outstanding performer in Learning & Development, Talent Acquisition and Leader Development within Pharmaceutical, Bio-pharmaceutical and Retail. Proven success in leadership, operational excellence and organizational development with keen understanding of elements of Building/re-building Talent & Learning. Recognized for inspiring management team members to excel and encouraging creative work environments. Using certification in Human Centered Design, leading organizations to new levels of performance. Global strategy leader. Creator/designer of global Center of Excellence processes, corporate university and employee engagement implementations.
Skills
Culture Transformation
Team Building and Motivation
Staff Development
Collaborative Leadership
Consensus Building
Career Development
Performance Management
Business Strategy
Communication Skills
Identify Training Needs
Work History
09/2016 to CurrentLeadUnited States Pipe And Foundry Company, Inc. | Rogers, MN,
Design, implement and lead recruitment, talent and culture strategy for the Americas.
Design, implement and lead L&D strategy for global organization inclusive of origination of LIXIL University.
Design reorganization of Human Resource/Talent/Compensation
Redesign annual performance management system
Design and implement and participate in facilitation of curriculum for executives, leaders, and individual contributors
Coach managers through VP level executives.
Established executive level curriculum events to increase leadership performance.
Lead Americas implementation of LIXIL Behaviors including competency mapping.
Lead four global retail teams through improvement strategy using Human Center Design
Lead four project teams of global personnel through innovative improvement strategies
Established relevant metric driven results for annual planning for talent review and succession planning
Lead re-design of performance management systems to reflect new ways of work
Lead day to day functionality for both regional and global team
Established monthly and daily production output plans to deliver on customer service and financial metrics
Streamlined HR efficiencies, coordinated new hire orientations and provided onboarding and training for new employees.
Developed succession plans and promotion paths for all staff.
Promoted employee buy-in of organizational objectives by conducting orientations of new team members and regular town hall meetings for established employees.
Created and implemented forward-thinking initiatives to improve employee engagement.
Collaborated with cross-functional departments to create, manage and maintain reporting.
01/2013 to 01/2016DirectorBayada Home Health Care | Glen Burnie, MD,
Provide organizational development support to approximately 3,000+ person client base (performance management, talent management, employee relations, employee engagement, etc.) across United States, Puerto Rico and 5 countries.
Facilitate executive to individual level learning events.
Facilitate coaching to supervisors and managers.
Design, develop and deliver leadership curriculum throughout Europe and the Americas.
Led change management efforts during executive leadership change and corporate re-direction.
Performed as strategic business partner, providing leadership and direction.
Cultivated internal and external relationships to ensure seamless feeder programs to technical and business divisions of organization.
Provided assessment and consultation to C-suite on learning blueprint of workforce planning.
Provided consultative services to business units regarding coaching and mentoring.
Analyzed business needs while soliciting customer feedback for process improvements.
01/2009 to 01/2013DirectorBayada Home Health Care | West Chester, PA,
Recruited by Vice President of Human Resources to guide and manage the development of staff, leaders and physicians in alignment with the direction of the organization’s short and long term goals.
Partnered with senior leadership to create appropriate and proactive culture and change management programs and processes to improve agility.
Enhanced leadership ability to recognize signs of employee stress brought about by change, and utilized best practice to work through individual barriers to success.
Led team of physician executives to create onboarding program for new and newly promoted physicians inclusive of unit rotations, leadership curriculum and cultural immersion for physician and family members new to area.
Transformed employee engagement from a benign, immeasurable activity to strategically aligned plans for organizational, executive and department level actions, with goals that were both measurable and reportable.
Achieved highest participation rate in organizational history.
Key driver of workforce planning forecaster, setting parameters based on individual system needs, outlining goals and objectives prior to launching planning efforts, and segmenting selected professions into more narrowly defined groups and subgroups.
Created process for succession planning, inclusive of the ability to pinpoint future leadership gaps, assess retirement risk, and identify critical/high-risk positions.
Process enables group hi-po selection, early potential monitoring and career progression counseling and metric driven reporting.
Built infrastructure to support continuous investment in talent management, driving the desired organizational behaviors to engage and retain key talent.
Delivered a passion and focus on both leadership and staff development, and provided opportunity to practice and apply learning.
Elevated individual leader capacity, while achieving tangible performance outcomes by delivering comprehensive leadership curriculum, inclusive of coaching, regulatory, financial, technical and strategic planning, achieving highly coveted Baldrige and MAGNET awards.
Assessed skill gaps for employees and developed training courses to meet identified needs.
Managed all exempt employee coaching, training and performance improvement actions.
Communicated all learning and performance objectives, schedules and training assessments to upper management.
Directed training programs and development paths for managers and supervisors.
Analyzed effectiveness of training programs at all levels and recommended updates.
Drove departmental performance and achievement of service levels through focused team operational reviews, structured coaching and managing to enterprise targets.
01/2004 to 01/2009Organizational Effectiveness PartnerMercy Healthcare | Mandeville, LA,
Global, innovation-driven bio-pharmaceutical business that focuses on the discovery, development and commercialization of prescription medicines, primarily for treatment of cardiovascular, metabolic, respiratory, inflammation, autoimmune, oncology, infection and neuroscience diseases.
AstraZeneca employees over 51,000 employees worldwide.
Developed and implemented solutions to grow the capacities of business leaders and streamline operating processes while providing coaching and career development to both leaders and employees.
Managed implementation of professional capabilities for all organizational levels and functions, including Diversity, HR, and Learning and Development.
Created manager curriculum for a global audience, utilizing multiple methods of delivery for maximum return on investment.
Established an organization-wide training and education council to share best practices, and resources across functions.
Managed US rollout of global integration and delivery of leadership capabilities designed to change organizational culture.
Delivered professional skills curriculum for US business and for governance of global performance management cycle for US, including individual career development.
Performed needs and cultural evaluations to strengthen improvements at all organizational levels.
Education
Expected in to to Bachelors of Science | Human Resources DevelopmentWilmington University, New Castle, DE, GPA:
Majored in Organizational Development
Graduated summa cum laude
Dean's List
Graduated with 3.85 GPA
Expected in to to Certification | Project ManagementUniversity of Delaware, Newark, DEGPA:
Expected in to to Certification | Human Centered DesignLuma Institute, Pittsburgh, GPA:
Expected in to to Certification | Adult And Continuing Education AdministrationUniversity of Delaware, Newark, DE, GPA:
Expected in to to Certification | Change ManagementResilience Alliance, , GPA:
Affiliations
Organizational Change Practitioners
Organizational Development and Learning in Healthcare
Cambridge Who’s Who in Female Executives.
American Society of Training and Development (ASTD)
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