History
Global Diversified Healthcare Company, Present
Vice President, Human Resources
Approached internally to join the Global Oncology Division based upon my strength in the key areas of; strategic HR supporting the full range of functions, success in coaching executives and in partnering to improve team performance. Work closely with the Division Head and the Leadership Team to create a new strategy with short, medium and long term objectives. Leading the development and implementation of the new organizational structure, related workforce planning with an explicit focus on internal and external critical interfaces.
" Quickly establishing positive working relationships with Division leaders
" Successfully influencing Division Head to focus on strengthening the Leadership Team
" Aligning programs and interventions to support the development and implementation of the new Strategy
Vice President, Talent Management
Established a new department to integrate and strengthen the talent management, leadership/people development and performance management functions aligning these with the strategic needs of the business. Accomplishments to date include:
?Restructured and recruited new team members to support the new mission of the team, to create a sustainable, competitive advantage for the company through our talent and organizational development tools, solutions and support.
?Added new roles to focus on Organization Development, Change Management, Vendor Management and HR Communications which previously did not exist within the HR function
?In an environment where the organization was reducing by 25%, was able to make the business case for Talent Management to support the current and future needs of the organization, expanding from 6 employees to 16
?Work with highest level of executives within the US on their Talent Reviews, Team Development, Performance Management and Change Management needs
?Manage a budget in excess of 5 Million
Global Pharmaceutical Company
Global Head of Human Resources for Business Unit, Global Development Internally referred for this position, I joined the organization at a critical growth and change period to lead the Human Resources function for the drug development department with 2 main locations (US and Europe). Through rapid establishment of a positive working relationship with a new Executive VP and the leadership team of development, I successfully implemented several key initiatives while delivering strong HR guidance on essential activities. A key area was to establish and drive the talent agenda through partnering with specialists within the HR team, leveraging existing processes, and developing new programs and tools where needed.
Accomplishments included
?Development and roll-out of Organizational Mission, Vision and Values through work with Executive Team, focus groups, communications consultant and survey data
?Recruitment and development of HR team beginning with 2 and growing to a total of 20. In addition to generalists, specialist teams were established to include a Talent Management & Leadership Development Director, and staffing specialists.
?Developed and implemented mandatory manager training programs, receiving overwhelming positive feedback with requests for continuation and expansion of programs
?Partnered with HR and a cross-functional team to develop an attraction and retention program for key positions, incorporating both compensation and career development components
?Led key workstreams in the planning and implementation of Global Program Team structure. These cross-functional teams had accountability spanning early development through LCM.
?Provided support for the growth and global expansion of the Development Department, initially 300 employees, growing to over 1500
?Recognized as a trusted advisor and coach to senior leaders
Global Consumer Goods Region, HR Head, Group Support Functions
Was responsible for leading the team to deliver Human Resource support to the newly established Region and Group Functions. The Region included 5 Business Units with 11,000 employees. Client groups included; Finance, IT, Legal, Commercial Headquarter Staff (Sales and Marketing), R&D and HR. Partnered with senior leaders to establish and populate new team structures. Through strategic planning process identified key HR objectives and critical milestones. Developed innovative approaches for meeting multiple objectives simultaneously.
Accomplishments included:
?Managed the integration and harmonization of talent and performance management across legacy organizations
?Collaborated with key resources to establish working principles for shared services support in an environment of multiple compensation and benefit programs
?Defined and executed the ?Sponsor Program? model, a process for attracting and retaining key internal talent to work on critical projects
?Strategic and tactical support in the reorganization of the R&D department taking into account both regional and global priorities
?Identification and implementation of structure for coordinating HR support for multiple functional groups and multiple locations (domestic and international)
Sr. HR Manager,
Joined the organization and quickly establish credibility as an HR professional and a business partner in order to provide consultation and support to Adams USA internal functions. Reporting to the VP of HR for the USA, successfully exceeded expectations by establishing strong interpersonal and business relationships and providing appropriate guidance on HR and organizational issues. Internal resource for team and process improvements. Client groups included; Marketing, MRD, Finance, Demand Planning, Sales Training and HR.
Accomplishments included:
?Work with functional VP?s and Directors to identify, document and when appropriate, counsel out of the organization colleagues with performance below expectations (9 colleagues in 2002)
?Revitalization of the Talent Planning process with development plans for 90% of colleagues with specific criteria for high potentials. Regrettable turnover held below 10% during a significantly turbulent time.
?Partnered with Demand Planning to improve forecast process and error-rates. Work resulted in an improved collaboration between Sales and Marketing, improved efficiencies through standardized templates and improved forecast error rates to below 28% vs. consensus forecast
?Took on leadership role for the first phase of US benefits, business transactions and site support integration of business with new parent organization. Developed and executed a change management and communication plan which ensured seamless business and benefit continuation through ?Day 1?
Global Consumer Goods Company, North America,
Manager, Training and Development
Recruited to roll out management and leadership development training programs strategically aligned to the Balanced ScoreCard objectives, and to establish and implement Best Practice Training Standards. Collected and analyzed performance data and utilized information in collaboration with HR partners and business leaders to develop and implement training programs. Functioned as a key training and coaching resource for leaders and internal high performance teams
Special challenges included working within a newly established shared services environment, with trainers who had matrix-reporting assignments. Oversaw delivery of 1500 training hours annually, and personally delivered 500 hours. Worked with internal client groups such as sales, quality, R&D and supply chain to identify and deliver appropriate training programs. Also responsible for administration of the tuition refund program and the development and delivery of new hire orientation materials.
Accomplishments included:
?Establishment of Best Practice Training Standards and implementation of standards to all Leadership Training and several key content training programs
?Evaluated existing Diversity program and recommended revised training to provide a more up to date program. Recommendations accepted and new roll-out planned
?Evaluated existing ?Phase 1? Training programs and recommended revisions for ?Phase 2?. New program incorporated current business needs and feedback gathered from participants
Propriety Software Company for Home Health Industry
Director of Human Resources and Education,
Reporting directly to the CEO, established Human Resource strategic role through partnering with executives of the organization. Managed a staff of 5, worked in collaboration with company leadership and department managers while maintaining accountability for all Human Resources activities as well as internal and external client education initiatives. Revised compensation policies, recruitment and hiring guidelines and performance appraisal process and forms.Special challenges included the acquisition of the company one week prior to the start of this assignment. Working on the transition team, responsibilities included collaboration with the new parent HR group, defining appropriate time lines and the management of all local HR activities throughout the transition.
Accomplishments included:
?Upgraded training for customer service representatives, installation team members and sales representatives
?Facilitated ?New Products? team to incorporate all internal key stakeholders (programming, quality assurance, sales, installation and customer support)
?Revised client education programs to align with new products
Global Insurance Company,
Internal Training and Performance Consultant
Established new training department within the Division. Provided all aspects of comprehensive training including planning, implementation and performance counseling. Additional responsibilities included management of 3 direct reports to conduct needs analysis, program design and delivery, training for existing staff on coaching techniques and assessment methods. Also accountable for providing product, customer service and sales training.
Team Leader, Company Plan Benefits
Managed 6 team members in the communication and administration of the company plan and polices to internal clients. Work included daily contact and negotiations with physicians, work site locations and other HR offices as well as frequent coordination with union representatives on collective bargaining agreement issues. Was instrumental in the claim process redesign and training, resulting in savings of $10MM
Small Businees Office Supplies,
Established Independent Distributorship through Entrepreneurial Efforts
Identified business opportunity for providing business forms and packaging supplies to small and midsize organizations. Working part time, secured annual sales of approximately $250M. In addition to the necessary administrative tasks, was fully responsible for all aspects of the business including sales and account management, key customer contact, product source investigation, negotiating/pricing, form layout, design and editing
Global Insurance Company
Supervisor/Trainer
Responsibilities included workflow projections/distributions for medical/surgical health claim unit. Designed and implemented training program for part time staff. Directly supervised 15 associates
Education and Certifications
Doctoral Candidate
M.A. Administration, Training and Organizational Development
B.S. Education
DDI ? Interaction & Strategic Management Series and Targeted Selection
J. Howard & Associates ? Managing Inclusion, Diversity Program
MBTI Qualified
Resilience Partners ? Certified Instructor and Resilience Assessment Administrator and Coach
Kirkpatrick Partners ? Certified in Kirkpatrick Four Levels of Evaluation |
