SUMMARY:

• Accomplished, business - focused Organization Development leader with expertise in organization cultures, organization design, change management, leadership development, and Confidential alignment. Dedicated to establishing the right people strategy to add value to the bottom line. Recognized as a proactive, strategic business partner and an effective mentor.

• Leading change management support of global initiatives resulting in exceeding ROI expectations
• Measurably improving team dynamics and morale through team building and leadership coaching
• Improving operation processes and identifying cost savings measures through reengineering
• Resolving employee and group relations issues to increase effectiveness and productivity
• Establishing succession planning and executive development to ensure leadership continuation
• Designing job role specific Performance Management Programs that enabled more accurate assessment of skills and value added to the organization
• Participating in the development of corporation’s strategic plan; establishing actionable corporate vision and values; then realigning the Confidential team to be a value-added, globally focused business partner to support the business plan
• Identifying, developing, and recruiting top talent to staff future skill requirements using comprehensive role and core competency modeling
• Designing compensation programs (including executive compensation for board approval) that align compensation, benefits and performance management programs to support and achieve organizational goals

PROFESSIONAL EXPERIENCE:

Confidential

Change Management Consultant

Responsibilities:

• Providing Change Management strategy and support including stakeholder management and organizational capabilities readiness for global project involved in designing and implementing transformational technology
• Redesigning business process to ensure optimal purchasing, inventory, sales and return practices.
• Established robust Confidential reporting and benefit coverage verification that resulted in annual savings of over $40,000 in administration costs/payroll under deductions
• Established Confidential best practices and streamlined Confidential processes reducing new hire and payroll errors
• Developed Employee Policy Manual that aligned employee policy, procedures, and practices with Corporate strategy

Confidential

Vice President

Responsibilities:

• Moved Confidential department from a domestically focused, transactional Confidential team to a globally focused strategic Confidential partner resulting in the first global Confidential support for Confidential
• Established Confidential dashboard reporting with: staffing levels to plan, turnover by level, recruiting time to fill and cost, and succession plan readiness to provide real data for better decisions
• Designed compensation philosophy providing the right mix of base, bonus and equity by level to drive the appropriate employee/executive focus
• Initiated corporate Confidential support for international benefits, recruiting and Confidential practices

Confidential

Director

Responsibilities:

• Removed 906 hours a day off Houston freeways with an estimated $16,800,000 annual user cost savings with Confidential in the City when over 140 Houston area employers eliminated additional peak-time commutes through teleworking; compressed workweeks; and/or shifting commutes to before or after peak-commute hours
• Improved productivity through flexible work options as evidenced with 96% of participants reporting their productivity levels to be the same or higher on the flexible work options and with over 50% of participants continuing the flexible work option initiated as a result of Confidential in the City

Confidential

Vice President

Responsibilities:

• Developed Confidential strategy for company to successfully emerge from bankruptcy while maintaining executive credibility and employee productivity
• Established performance management and incentive bonus system to enhance Confidential
• Reduced new and resolved old Confidential complaints and maintained non-union status
• Revised Payroll/ Confidential System, benefits package, 401k, and policies (PTO and wellness) to retain employees by meeting employee needs Confidential reduced costs

Confidential

Director

Responsibilities:

• Measurably improved team dynamics and morale while preventing potential turnover through interventions using individual & group 360, Confidential, team interviews and executive coaching
• Identified critical competencies and business processes used to ensure success of Retail group
• Led team of 20 professionals who trained 27,000+ participants in one year resulting in new employees outperforming existing employees in their first week after training
• Established eLearning training options with skill verification to improve call center call handling time while reducing time away from the phones

Confidential

Manager

Responsibilities:

• Established business unit’s OD and training department as the primary for all Confidential divisions
• Doubled employee development opportunities with 2/3rds reduced staff and budget
• Identified change management requirements, conducted functional integration testing and provided onsite support for SAP Confidential implementation

Confidential

Organization and Employee Development Manager

Responsibilities:

• Defined 24 progressive leveled competencies to determine developmental needs and career paths
• Facilitated continuous improvement initiative resulting in the implementation of 20 “quick fixes” and 6 process improvements within 3 months
• Created supervisory training course in a game format that emphasized the company’s core values while discovering basic supervisory skills

Confidential

Human Resources Manager

Responsibilities:

• Reduced health insurance premiums by 25% while increasing benefits; created an incentive for employees to be cost consciousness on health care claims
• Designed and implemented compensation and incentive programs supporting the corporate philosophy and practice of management discretion and individual achievement

Confidential

Senior Training Specialist

Responsibilities:

• Trained management and soft skills training programs to Confidential Liquid Fuels division
• Facilitated over 800 cost savings/revenue generating ideas with over 30% implemented within 2 months
• Managed management succession program to ensure identification and development of next top leaders
• Established and managed mentor program to identify management potentials and give them opportunities to develop through exposure to outside resources and internal mentors

Confidential

Senior Human Resources Administrator

Responsibilities:

• Conducted fact finding for discrimination suits that resulted in the Equal Employment Opportunity Commission ( Confidential ) finding of no discrimination
• Maintained government contract status and provided management compliance guidelines by developing and implementing Affirmative Action Programs
• Administered performance management process to ensure quality performance reviews and achievement of merit pay incentive goals.