SUMMARY

• Highly - motivated professional wif expansive consultative experience as a results-oriented business partner, ability to align strategies wif organizational objectives, manage multiple projects and meet challenging goals.
• Versatile, adaptive and responsive to teh dynamic needs of teh organization. Areas of expertise include Talent Development, Compensation, Employee Satisfaction, Project Management and Change Management

PROFESSIONAL EXPERIENCE

Confidential, Charlotte, NC

Change Manager

Responsibilities:

• Collaborate to create a Change Management Office wifin teh Gas Operations business unit
• Apply a structured methodology and lead change management activities to support high-impact, high priority changes and communications across teh Natural Gas business unit wifin Confidential and develop change management plans.
• Conduct impact assessment, stakeholder analysis, communication and training plans to support change for teh agile projects in teh business

Confidential, Charlotte, NC

Service Delivery Project Management

Responsibilities:

• Partnered/consulted wif Human Resource Managers, Communications, Benefits Service Delivery Managers and Vendors to plan and execute wellness activities as a part of Annual Enrollment.
• Reviewed and edited vendor communications
• Identification and management of project risks, issues and escalations, as well as project status updates
• Reporting and analysis of wellness data/metrics to support business specific reporting
• User Acceptance Testing to ensure performance of software to maintain a positive employee experience
• Supported on-site screening health screening fairs
• Led employee readiness activities to define, develop and execute supporting technology changes using enterprise change management requirements
• Partnered/Consulted wif teh Business, Learning and Communication partners to provide subject matter expertise to identify/assess needs, develop/design learning and communication deliverables
• Management of Employee Readiness governance routines to ensure timely communication and training to support technology changes
• Collaborated wif Change, Business and Compliance Transformation partners to plan, organize, manage and execute on strategic projects, assess impact of change and manage risks to achieve key business outcomes
• Influenced and negotiated vertically and horizontally to obtain agreement between partners on employee readiness activities

Confidential, Charlotte, NC

Sr. Compensation Advisor/Program Management

Responsibilities:

• Program management of teh enterprise-wide total compensation program roll-out across all major US locations
• Partnered wif HR Leadership to design and deliver a Variable Compensation Target statement to support teh change for employees
• Drove change management process for teh program through meetings wif HR partners, managers, and employees
• Developed manager and employee training to educate and drive adoption, assessment of different delivery channels to educate employees and drive TEMPeffectiveness of new program
• Development and analysis of reporting and dashboards to strengthen performance-based compensation differentiation
• Partnered wif IT to design, test and execute on teh year-end compensation decisioning tool
• Project management of central job description repository tool developed teh process and timeline to transfer and update existing job descriptions and for teh creation of new job descriptions
• Drove teh continuous review of job structures to address business leader concerns, build out of job families, job codes, and compensation guidelines
• Consulted wif HR business partners and managers to provide expertise in market competitiveness reviews to address employee satisfaction issues, investment in key and critical talent, and driving a strong pay for performance environment
• Developed and maintained detailed annual HR deployment calendar to ensure coordination and visibility to key dates for cyclical programs and processes
• Established and led weekly compensation team meetings to provide better integration across teh business, corporate, and executive compensation teams

Confidential, Charlotte, NC

Talent Management Advisor-Performance Management

Responsibilities:

• Managed teh annual enterprise-wide performance appraisal process for all managers and employees.
• Created and facilitated employee and manager training, created job aids and communications to drive measureable improvements in teh performance management process enterprise-wide
• Developed reporting and scorecards depicting historical trends (analysis of completion rates, rating distribution)
• Designed and implemented enhancements to streamline teh performance management tool to include simplified and clear instructions and optional manager sections to reduce process time and drive strong pay for performance adoption
• Conducted voice of teh customer analysis to identify areas of opportunity
• Drove process execution, quality and TEMPeffectiveness of performance management wifin each business area
• Designed reporting, configuration, testing and integration of voice of teh customer process enhancements including linkage to development plans (Cornerstone)
• Supported teh HR Review process to design and provide monthly reporting (data gathering, analysis of results, and populating templates) to share wif HR Business Partners and executives regarding talent and organizational health

Confidential, Charlotte, NC

Business Operations Consultant

Responsibilities:

• Delivered business management/operations support management of HR processes, business continuity, budget planning, space planning; and employee satisfaction and recognition metrics reporting
• Led teh employee engagement work team to develop and execute on action plans to drive employee engagement and retention
• Designed and executed teh top talent engagement program to drive increased executive growth, applying expertise in Leadership Development wif input from executive business leaders
• Identified strategies and opportunities to create solutions directly linked to organizational and business strategies in partnership wif executive business leaders
• Provided high level consultative support to lead teh design, development and implementation of leadership development services supporting teh program as well as multiple priorities and initiatives to develop higher performing leaders and teams
• Delivered business support / project management activities to support executive level business reviews
• Managed talent processes, facilitated training, led business continuity, employee engagement, budget and space planning
• Consulted wif senior management in developing strategies to promote teh newly developed team
• Created regulatory document tracking and management of metrics for regulatory issues and exams, analysis of dashboards to drive performance metrics
• Executed on Enterprise Change Management Structure to promote teh change and adoption of new HR tools and processes through training and detailed communication
• Developed an Adoption / Engagement Plan, Communication and Training to support employees in India and other Asia-Pacific countries as it relates to teh new HR technology platforms
• Created and managed measurement systems to track readiness, adoption, utilization and proficiency of changes
• Project management activities to include teh management of teh team scorecard, Audience Impact Analysis and metric reporting

Leadership Development/Talent Management Consultant

Confidential

Responsibilities:

• Led end to end execution of talent process solutions to drive out strategy, execution and related deliverables, associated wif Talent Planning, Performance Management, Executive Development Programs, Associate Development Program, 360 Feedback, Stakeholder Reviews, Employee Satisfaction Survey
• Identified and influenced strategies and solutions that are directly linked to organizational and business goals through management of strong relationships wif LOB Executives, HR Executives, and Learning Leaders
• Partnered wif Client Managers and HR Managers to define, recommend and execute strategies to proactively and deliberately develop a pool of executive talent capable of filling teh most critical positions in teh future
• Management of teh Employee Satisfaction and Engagement Survey across Global Risk Management including preparation for survey, analysis of survey results and provide insights to enable action planning and drive improvements in teh business
• Managed scorecard reporting to produce information to halp lead talent management and performance management discussions
• Displayed personal courage, advocate and voice perspectives that challenge existing assumptions and approaches, continuously learn and adapt; demonstrate teh ability to learn from experience and translate lessons into stronger skills