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Click here or scroll down to respond to this candidateCandidate's Name
Branchville, NJ Street Address PHONE NUMBER AVAILABLE (CELL)EMAIL AVAILABLE LINKEDIN LINK AVAILABLETALENT, CHANGE, & ORGANIZATIONAL DEVELOPMENT SUMMARYI lead organizations to develop strategic and effective training and organizational development programs. I am an excellent communicator, adept at working effectively across all business levels. Exceptional project management and process management skills with a demonstrated track record of delivering high-quality results. Experience in fast-paced and dynamic environments managing technology, metrics, and process change efforts, across various departments to meet goals and deadlines. Experience analyzing workforce data and translating into key performance metrics and business insights to influence and inform executive decision-making.AREAS of EXPERTISE* Training (Corporate, Technology, Commercial, Oncology, GxP) * Performance Management * Learning Program Design * Talent Review and Success Planning * Leadership Development * Consultation & Needs Analysis * Organizational Development * Competency Modeling * Facilitation * Learning Models/Project ManagementEDUCATION & CERTIFICATIONBS Human Resource Management Certification in Advanced Strategic HR Practices Cornell UniversityCapella University Certified Instructor: Situational Leadership IIPROFESSIONAL EXPERIENCEinfucareRX July 2022 - PresentCorporate Training and Organizational Development ManagerResponsible for all corporate, compliance and technical training.Designed and implemented an onboarding program for employees, nursing, and pharmacy.Implemented learning management system to upgrade all learning to include knowledge checks, surveys, videos etc.Designed and implemented a sales learning journey incorporating a mentor, various training based on level of experience and workplace transfer and sustainability.Created an Organizational Development Plan which outlined important HR processes and implemented a performance management process, succession planning and leadership development.Delivered Situational Leadership to all leadership in organization.Redesigned all compliance courses and simplified content to minimize number of hours and make them interactive.Eliminated manual training processes and created efficiencies within nursing and pharmacy.Merck Pharmaceuticals October 12, 2020 July 2022Consulting: PM Global Commercial LearningProject Manager for Human Health global learning division. Partner with leadership team to identify skill development and curriculums to meet the organizational strategy.Responsible for Change Management activities and cultivated collaborative relationships globally to implement a global onboarding program.Create and oversee project plans, timelines, budgets, vendor relationships, learning forecasts, communication, change management, and sustainability plans. Work with internal and external learning designers to create interactive content, simulations, and guides to support the Promotional Material Lifecycle on a global scale.Project Manager for large learning initiatives such as re-engineering the Brand Learning Assets, processes, technology, vendor process, and overall portfolio.Partners with client-facing program owners to prioritize projects and develop plans for new product launches, new indication training, and revalidation of existing materials.Atlantic health systems March 2, 2020 October 12, 2020Talent Management ConsultantIdentify, manage, and implement talent initiatives through consulting, coaching, and partnering with HRBPs and business leaders to implement high-impact, effective talent, and organizational development initiatives.Delivered Situational Leadership II workshops and coaching to 200 leaders including Chief Medical Officers.Created and launched a Physician and Nurse Executive Leadership program with behavioral leadership and business acumen topics and mentoring.Provide expert guidance to HRBPs and senior leaders and advisor to business leadership on all areas of talent management. End-to-end process/program owner of performance management and succession planning processes, new leader assimilation, executive coaching, and team effectiveness.Launched School to Work programs for Diversity & Inclusion initiative and career development opportunities. Partner with HRIS to create reports, gather data and capture insights that impacts the design and implementation of performance, succession, and other programs.ConnectiveRX, Whipanny, nj May 2018 March 2020Training ManagerPartner with clients and business leaders to improve organizational results by focusing on workforce transformation programs and ensuring the organization has the necessary leadership skills. Leading learning and development initiatives to increase employee engagement and performance. Provide strategic direction for talent management, compliance training, and learning and development functions. Create short term/long term training plans.Deliver strategy and oversight on talent management and organizational effectiveness needs. Provides advisory and consulting, problem diagnosis, and solution development in support of customers (AMGEN), business and strategic goals.Drive leadership development efforts including competency model design and training programs. Facilitated over 25 classes in Ken Blanchards Situational Leadership II with 270 assessments and coaching.Developed and implemented a customer care competency model utilized in various activities such as recruiting performance management and workforce management. Designed a customer education program to support internal customer care agents via peer-to-peer learning and increase representative quality performance by 35%.Proposed and implemented a Drug Safety (Pharmacovigilance) compliance training program to reduce the redundancies and the number of trainings from 40 into one program resulting in the training reduction time from 65 hours to 1 hour.Design, implement and deliver training on performance management and assist in the development of various processes. Provide coaching to managers and employees on how to set goals, development plans and how to have continuous performance discussions.Sanofi Pasteur, Swiftwater, pa February 2017 May 2018Project Specialist, (Rangawan Consulting)Change consultant in the strategic programs within the Vaccines Industrial Affairs department.Qualified trainer for Biological/Chemical Safety and Good Manufacturing Practices (cGxP).Strategic leader assigned to redesign the onboarding and on-the-job training into role based, micro-learning activities to improve operational performance, reduce redundancies, inconsistent messaging and decrease the number of "read and understand" methods to improve performance and attrition.Designed a Training Effectiveness Program incorporating all levels of metrics to establish behavioral changes and results. Participate in compliance audits, inspections and GEMBA walks to ascertain if training is being utilized and recommend continuous improvements.tmg health jessup, paDirector, Learning, Organizational Development, Talent Management July 2012 to March 2016Developed and maintained strong relationships with all departments including Human Resources to define the learning needs for all business areas and align development with a broader talent strategy. Established best practices to increase organizational effectiveness and restructured teams to build Corporate Learning and Development, Talent Management & OD, Compliance Training, Client and Operational training teams. Had responsibility for all training and talent managers, training specialists, and instructional designers focusing on critical organizational initiatives.Developed a comprehensive onboarding strategy to acclimate new hires to TMG Healths culture including post learning tools and interactions.Developed process, competencies, forms and reporting dashboards to automate performance utilizing Success Factors platform.Reduced Compliance Training to employees by 75% by partnering with implementation teams to create a process to introduce existing training modules to all clients.Transitioned the organization from an employee satisfaction survey to an engagement framework and made recommendations to improve communication.Served as a strategic partner to business leaders by instituting an executive 360 assessment process and ensured sustainability through effective coaching and development planning. Designed and delivered a comprehensive emerging leadership curriculum utilizing the Ken Blanchard model designed to enhance skills essential to leading at TMG Health and to accelerate performance.Consulted with account manager leaders to develop a customized learning solution (SAMA) related to effective presentation delivery, team effectiveness and how to influence clients.Facilitated talent discussions with leaders to identify high potential talent and support succession planning leveraging the 9-Box methodology and linking engagement. Automated workforce analytics and created dashboards by utilizing WebFocus to trend and deliver employee information to business areas.jp morgan New york, NyVice President, Global Technology Learning & Development May 2011 to July 2012Partner with key senior leadership and executive committees to create global learning and development strategies and ensure effective execution that meets the needs on a global and regional perspective.Manage global training teams, projects and vendors to execute strategic goals and objectives.Design onboarding programs for global employees including product training.Created job specific competencies and proficiency levels mapped to learning accessed via customized portals.Lead in change management workgroups to transition organization towards new processes and tools within the project management organization moving towards Agile project management.Pershing l.l.c.A BANK OF NEW YORK MELLON COMPANY Florham park, NJVice President, Learning & Development May 2002 to May 2011Provided leadership and direction by developing and implementing a learning & management development vision and strategy. Delivered effective results aligned with the organizations vision, values, and objectives. Established strategic partnerships by analyzing functional business needs and designing, implementing and evaluating high impact learning solutions. Managed training specialists and administrative coordinators in the development of more than 6,000 employees globally, focusing on associate development, management development and performance management.Received a Leadership and Team Awards for role on an Executive Task Force in developing a competency-based strategy program implemented globally.Partnered with Carnegie Mellon to create HR process improvements and received the highest level (5) of organizational maturity on talent management practices from external audit firms on People Capability Maturity Model (PCMM) and CMMI.Initiated and implemented the Think Global initiative designed to enhance employees global business knowledge, promote knowledge sharing and foster cultural awareness through a business curriculum, networking events and an Ambassador Program.Created and implemented a learning strategy incorporating competencies and learning management system (SumTotal). Instituted innovative programs to address employee engagement results and linked to firms talent management strategy.Designed a Leader Scorecard to measure key performance indicators on managements performance on targets such as attrition, compliance, performance management, learning and development and base rewards and recognitions for meeting talent objectives.Led HR teams to create an innovative corporate level promotion process based on leader competencies which increased engagement and retained high level performers. |
