Profile

• Over 15 years as a Change Management professional consultant with 8 years in Oil/Gas, demonstrating expertise in performance improvement and organizational effectiveness.
• Expert in the creation and execution of change management strategies, proficient in creating and executing stakeholder management and communications plans.
• A recognized leader in organizational change management methodology and implementation.
• Strong ability t establish rapport and credibility with diverse groups, ranging from executives t end-users.
• Have Managed and supported teams of up to 20 employees on several projects
• 5 years of experience in SharePoint Administration/Power User in the support, design and consulting work to ensure SharePoint is performing according to clients stated Business requirements
• 4 years of defining business Processes, documenting of the existing As-is State business processes and the desired To-be State business processes
• Experienced in partnering with the business t identify, assess and communicate learning needs and drive and ensure the success of performance development.
• Expert in identifying, prospecting, and securing business opportunities t support new revenue growth for specific geographic area s .
• Highly skilled at developing, negotiating and implementing sales strategies for new account prospects, focusing primarily on higher margin retail prospects and new business opportunities within active and inactive accounts

Confidential

Role: Principal Change Manager Consultant /Project Manager

• The Talent Management Learning organization is a new group started to help guide the business in developing the world's best oil and gas talent. This group is tasked in developing future leaders, technical employees and professionals and paying attention to the learner experience, with a strong emphasis in competencies development, Leadership Professional Development, Technical Learning, Talent Management Solutions and Learning Center Operations
• Tasked to work alongside the Technical Learning Advisors, and provide Change and project Management support
• Working closely with the BUs, the Functions, and SMEs t ensure that training and learning opportunities focus on ConocoPhillips' growth and business strategy.
• Partnering with the business t identify, assess and communicate learning needs.
• Drive and ensure the success of performance development.
• Identify root causes of performance problems and recommend the right solutions training or non-training .
• Review and revise Competency Maps within the Drilling Completions, Production, and Reservoir and Facilities Engineering disciplines.
• Responsible for the improvement of internal and external learning development efficiency
• Responsible for hiring resources t assist in the growth of the organization. These resources included Project Management, Communications Specialist, Logistics and Administrative support, Data Analytics t Web and SharePoint Developers.
• Instrumental in the development of the Organizational Structure t include defining Roles Responsibilities using RACI.
• Partnered up in the design development of group s processes for - Design Development, Training Administration, Logistics Coordination, Project Management as well as Change Management, using the FEL Front End Loading phased Methodology
• Facilitate cross-functional project team discussions to create current state and future state business process models using Visio
• Engaged with Business Units t understand and gather business processes.
• Work with process owners t analyze and recommend improvements t future state business processes.
• Responsible for making sure that the business processes and the list of requirements me leadership expectations.
• Created a Change Management Framework, which included the following categories - Leadership Alignment, Stakeholder Communication Engagement Training and Analysis Measurement are critical across all five 5 FEL gates of ConocoPhillips Methodology. This workbook will provide the user the necessary tools and instructions t enable them t drive business results, by changing people's behaviors.

Confidential

Role: Principal Change Manager Consultant

The Information Management Competency Development Programs are accelerated training programs for Information Management IM Professionals wh support Upstream Information both structured and unstructured across Upstream workflows. The goal of the Programs is t close our current Organizational Capability gap by building IM fluency in our employees.

• Participated and interacted with the different SBU Supervisor as well as functional Domains t include FE Facilities Engineering and MCP Major Capital Projects , t best assist us in identifying participants t attend the upcoming IM Training, as well as gather training requirement needed for the program.
• Engaged with external Vendors t identify and develop the right level of courses needed t mitigate the skill proficiency gaps for the participants t reach a level of competency.
• Interacted with Technical Subject Matter Experts SMEs in either the Information Management as well as Data Quality Analyst space, t best assist us in developing the right level of course offering t be offered through external vendors.
• Instrumental in providing the right level of information t assist in defining the right level of verbiage t incorporate int the Competency Maps by identifying the right level of technical skills t meet either the Awareness, Fundamental, Skills and Mastery Level requirements for participants competency growth.
• Engaged with the GKM Global Knowledge Management team as the initial point of contact t provide the right level of information Training Team t schedule and administer global training for Chevron.
• Completed Framing Documents for either unique or non-unique courses int the Learning Content Management tool in SharePoint.
• Responsible for completing the MOC Management of Change Document t gain approval on course offerings.

Upstream Capability Information Management Organization

Focused on the Strategic Management and prioritization of the Global Upstream IT Portfoli, Commercialization of common Data Services, establishing information governance and evaluating/developing Upstream IM Organizational Capability. UCIMs focus is on the establishment of foundational future elements required t enhance Chevron Upstream's competitive advantage in the IM space.

Role: Behavioral Change Management Consultant

• Responsible for assisting the roll out and deployment of IM Information Management initiatives and standards t obtain better buy-in from the impacted IM stakeholders across all 14 Strategic Business Units, impacting over 50,000 stakeholders.
• Develop a Change Management Strategy, conducting Stakeholder Assessment and developing Communications Plan.
• Work with several project teams t better understand IM concerns, identify and mitigate outstanding gaps.
• Design and deliver various communications, facilitate meetings as needed, seminars, and conferences.
• Facilitated and organized a large Poster session for over 50 participants t create awareness around the interdependencies of how UCIM will impact other IM related initiatives.
• Responsible for the ongoing coordination efforts around the deployment of IM activities around UCIM
• Instrumental in developing key metrics for project team members t make sure milestones are reached and eventually sustained.
• Aligned with the PIMOC PetroTechnical Information Management Organizational Capability Team in identifying and developing Information Management Analyst and Data Quality Analyst in their Training efforts.
• Responsible for developing Competency skills Training Maps t align with Organizational Skill capability gaps.

SharePoint Administration / Design and Business Analysts

Responsibilities:

• Designed the UCIM Upstream Capability Information Management public facing and Team SharePoint sites t promote the use of Information Standards across the Upstream Organization.
• Evaluate the current SharePoint functionality and interactive capabilities for UCIM.
• Identify and recommended opportunities with the Project Manager and Team Members for creating improvements t the existing UCIM SharePoint site.
• Developed an understanding of UCIM SharePoint site through information gathering sessions t determine how UCIM site must be established t meet Chevron's needs.
• Completed product workflow documents, summarizing all processing requirements and determines key challenges in converting from SharePoint 2007 t 2010.

Confidential

Role: Lead Business Process Analyst

• Focused on conducting an 'as-is' analysis of the OTC Opportunity t Cash organization and enable the development of an integrated organization design across the four OTC processes. Key activities for this role include:
• Collaborated with the business process team on understanding the as-is environment of the OTC processes and develop project documents as required
• Acted as a SME to the business process team on the organization component of the business process renewal
• Partnered with respective business process team to develop new processes that are simpler or more effective
• Took the lead on defining the organization impacts of the new business process
• Defined spans of control and reporting relationships for respective OTC process
• Developed detailed as-is to-be Governance Structure for defining role descriptions and selection criteria for all relevant positions t include knowledge, skills, abilities, performance requirements and key metrics .

Confidential

Role: Behavioral Change Management Consultant

Chevron Projects: EPMO Enterprise Program Management office Behavioral Change Management Academy, ITSM Project, SWMeCH Base Business Upstream Standardized Well Mechanical History Project , EDT Landmark Engineering Desktop Project, DCAP Drilling Completions WellView Project , ITC Prioritization Enablement Project and The Project Assurance Review Team.

Change Management Project Responsibilities:

Applied CPDEP Chevron Project Development Execution Process for IT principles, practices and processes and uses other project management tools t ensure quality results for project planning/deployment, as well as change management initiatives.

Role: Behavioral Change Management Consultant

Change Management Project Responsibilities:

• Applied CPDEP for IT principles, practices and processes and uses other project management tools t ensure quality results for project planning/deployment, as well as change management initiatives.
• Successfully delivered the necessary BCM tools to include the Communication Plan, Stakeholder Analysis, Engagement Plan, Gap Analysis, RACI tools, Readiness Assessments and Impact Assessments at the right time to better gauge and document Leadership and Stakeholder Buy-in from all the impacted SBUs
• Developed the Project Plan, particularly the Behavioral Change Management Communications activities

SharePoint Administration and Design Responsibilities:

• Designed the Public SharePoint sites for a number of highly visible Enterprise projects
• Evaluate the current SharePoint functionality and interactive capabilities for each project.
• Identify and recommended opportunities with the Project Manager for creating improvements to the existing SharePoint sites
• Worked with project team to create out of the box solutions using SharePoint Designer to build Web Parts
• Provided SharePoint leadership for Project Managers to determine the technical and functional requirements resulting in the design of the projects SharePoint site
• Work directly with Project Managers to report progress on the design and functionality of the SharePoint site
• Provided ongoing support to Projects SharePoint Site by fixing bugs, broken links, or function problems adding/uploading content investigating solutions for new functionality and coaching new users who join the Project Team
• Responsible for managing user permissions, change layouts, add sub-sites, Archive sub-sites and continued to provide Level 1 2 support for Project Team, handle access requests. Overall SharePoint site maintenance for the Project
• Provide input to Project Teams to and help manage potential project risks
• Current member of SharePoint Power User group

Confidential

Role: Senior SAP Organizational Change Management Consultant

Change Management Project Responsibilities

• Followed the ASAP PRISM Methodologies, which were both five phased proprietary methodologies.
• Implementation of SAP solutions for Advertising, Financial, Circulation, and HR modules for several clients
• Responsible for the design of the OCM deployment approach.
• Created Communication tools and templates
• Executed the ongoing communications with Executive Steering Committee, Project Managers, Business Owners as well as Stakeholders for the new upcoming process changes.
• Helped design the organizational alignment process that included role mapping.
• Assisted in the Go Live implementation of SAP
• Executed the ongoing communications with Project Managers, Business Owners as well as Stakeholders for the new upcoming process changes.
• Helped design the organizational alignment process that included role mapping.
• Created end user capability approach including training, process education and go-live support.
• Participated in facilitating role mapping to align the As Is system to the new To Be
• Educated internal as well as external customers throughout the country on what Organizational Change Management is, and the suite of services that OCM provides.
• Met with Market Area Champions and Coordinators t explain how OCM plan t initiate the beginning phases of the project.
• Developed and conducted Change Management Train-the-Trainer course, focusing on leadership alignment, stakeholder transition and communications.
• Developed a Role Change Strategies t effectively map new and existing roles t new processes through the Leading Employees through Change Workshops LETC .
• Responsible for developing the role mapping, employee transition plans for all Market Areas.

Confidential

Role Recruiting Manager/Organizational Change Manager

• Industry Involved in a startup of a Consulting Company.
• Responsible for developing Bteks complete methodology of Organizational Change Management, which encompassed many Change functions t include:
• The performance of the initial assessment vision for the company.
• Developed the OCM approach, including the Stakeholder identification.
• Developed executed a communications plan.
• Created the leadership involvement plan, ensuring leadership buy-in t include the investors, Business Owners and Stakeholders, accomplished through a cascading of key messages around deadlines, guidance and processes.
• Developed 1999 Budgets for the upcoming projects, including the delivery of the actual budgeting application and capital budgeting process, performed from an Organizational Change Management perspective including Market Area strategic planning for the next three years.
• Participated in the implementation of a new Recruiting Tool called RecruitMax
• Managed and supported a team of 10 Recruiters
• Worked with Sales Leadership t proactively align recruitment efforts with market demand, which include aligning the Business leaders t support the new and upcoming changes, within Btek.
• Responsible for identifying, prospecting, and securing business opportunities t support new revenue growth for specific geographic area s .