SUMMARY:

• Accomplished Organizational Development (OD) Manager offering extensive organization experience and competencies in change - oriented initiatives, leadership development and culture initiatives. Role effectiveness has been realized through a consultative approach to problem resolution in a win/win negotiating style with stakeholders. Proactive listening, verbal and written communication skills used to nurture interpersonal relationships. Transferable competencies have been successfully utilized in financial services, quick-service industry, and not for profit organizations. Demonstrated value to organizations in need of:
• Change Management methodologies to achieve organization strategies
• Maturation of Leaders through management development programs, special projects, job rotations, career assessments and mentoring
• Business Partner who assists internal management in programs addressing team effectiveness
• Performance Management Program utilizing measurable goals, results accountability, and a measurement support system

PROFESSIONAL EXPERIENCE:

Confidential, Oakbrook, IL

Change Enablement Manager

Responsibilities:

• Human Resources liaison responsibilities to develop and execute alignment, change management, and communication strategies supporting the Global IT Restaurant and Change Enablement organization. Partnered with project teams to develop sustained practices through success measures and Best Practice procedures. Position was eliminated as a result of organizational restructuring.

Confidential, Chicago, IL

Management Consultant

Responsibilities:

• Organizational Change Management Lead working with Fortune 500 business clients in providing enterprise-wide organizational change solutions through organization impact assessments, structure and organization relationships; delivered results through executive level communication and plans.

Confidential

Owner, Consultant

Responsibilities:

• Provided Human servicResource es including, employee relations, recruitment, and career development through change management and strategic development programs.

Confidential, Northbrook, IL

Workforce Leader

Responsibilities:

• Provided decisive leadership on corporate HR initiatives including change management, organizational restructuring, outsourcing, and downsizing.
• Engaged leaders from senior executive to supervisory levels in providing coaching, insights and gain support for new or established people oriented strategies including performance management, employee relations, staff augmentation, and employee engagement.
• Developed and nurtured executive relationships which supported need to address resistance and ownership of desired organizational changes.
• Created forums specifically for leadership to establish more consistent interpretation and application of HR related initiatives with staff.
• Partnered with business leadership using assessment tools to evaluate staff preparedness and its capability to adopt new technology and software lifecycle practices to improve IT product delivery.
• Delivered presentations for executive level communications as part of stakeholder advocacy and reinforcing agreed upon guiding principles.
• Used formalized change management principles which created proactive change strategies for global technology initiatives.
• Conducted impact assessments with staff and leadership which determined organizational readiness and skill set required to adopt proposed new technology or process changes.
• Assessed and proposed governance structures which improved decision making and promote alignment with stakeholder audiences.
• Facilitated focus group sessions with internal and external audiences which established and refined ‘Guiding Principles’ used in aligning organization behaviors with desired culture changes and business outcome.
• Established surveys and other feedback mechanisms which monitored adoption and engagement with new programs and technology.
• Conducted Diversity and Inclusion workshops which improved awareness of Diversity as a business enabler. Consulted with IT leadership to examine methodologies, reporting and the need for a knowledge repository which improved project delivery.
• Provided recommendations to leadership through the use of a HRIS system to address trends related to performance management, succession planning, salary administration and employee feedback surveys.
• Provided requirements and feedback to IT for their development and reengineering of HR tools which captured data for organization performance.
• Established feedback mechanisms which solicited and monitored engagement with new technology and competency model programs.
• Facilitated leadership development initiatives that included succession planning discussions which identified leaders as successors or high potential candidates Contributed as member of design team in development of pilot management development program for high potential candidates.
• Used ‘9-Box’ methodology which categorized employee groups for ongoing development including high potential or at-risk individuals.
• Contributed to the design of and facilitated workshops for experienced leaders which embraced an on-boarding process. Oversaw salary administration process and performed analytics which supported compensation adjustments based on job market changes for specific positions.

Confidential

Resource Manager

Responsibilities:

• Administered performance improvement programs and liaised with management and Human Resources regarding employee relations and job performance issues.
• Designated change agent to role model and influence leaders and employees with new programs, processes and organizational restructuring.
• Supported new employee recruitment, developed onboarding programs and participated in employee retention initiatives for high potential employees.
• Oversaw employee feedback process and follow up strategies for leadership teams.
• Defined workforce optimization strategies to raise morale, impact performance and retention.
• Coordinated the employee recognition program.
• Oversaw creation and execution of employee and manager development plans with Managers. Used HRIS systems and other internal tools to create reports and perform analytics for business operations related to people.
• Provided recommendations to leadership to address trends related to performance management, succession planning, salary administration and employee feedback surveys.

Confidential

Technology Team Leader

Responsibilities:

• Responsible for leading approximately 40 employees and contingent worker resources representing interdisciplinary technology teams of programmers, business analysts, and testing resources. Coordinated and had oversight of establishing formalized working relationship with Northern Ireland affiliate to provide ongoing support of risk management software systems.

Confidential

Operations/Underwriting Manager

Responsibilities:

• Responsible for developing and refining policies and processes to ensure compliance with state regulations and market guidelines for auto and property new business acceptance and retention of in-force business. Partnered with Regional Underwriting Departments, Sales, Pricing, Human Resource, Claims, and Field Operations to provide strategic direction,, tool kits, and best practices for business profitability, organizational structure, and employee development.