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Click here or scroll down to respond to this candidateCandidate's Name , SPHR 365 N. Halsted St. #1117 Chicago Illinois 6066PHONE NUMBER AVAILABLE EMAIL AVAILABLEEXECUTIVE SUMMARY,A HR Business Partner, Change Management, Organization Design, Process Improvement and Transformation HR Executive that is a relationship-driven Leader excelling in being both strategic and tactical.AREAS OF EXPERTISEBusiness Stakeholder Management Relationship Management Organization DesignStrategic Planning OConnor Change (certified) Process Improvement (Green)Workforce Planning & Design Communications ServiceNow (Certified)Project Management (PMI) Trained Workday (Trained) Talent ManagementPROSCI Trained Connor Change Management Certified) Harvard Business LeadershipHR Transformative ConsultingHR BUSINESS Partner & Process Design & Improvement Lead 2020 - PresentRole Description: HRBP Lead for Accounting & Finance and Revenue Cycle Management workforces in healthcare industry (Dentistry insurance). Process Design Lead for selected projects to determine best in class HR solution to provide current support, while strategically driving process improvement for future business success (start-up 2-year-old company).Full Cycle HR Business Partner Lead for Support Practice, Finance & Accounting Practice initiativesLed Organizational process design resulting in role & responsibilities utilized for workforce planning effortsFinancial Analysis and Metric creation utilizing Balanced Scorecard approach for realization of ROIHR Business Partner and Change Manager Architect and Process Improvement ManagerRole Description: HR North American HR Lead for Global OD Re-design of HR Workstream (Workday Implementation)HRBP Advisor to Senior Functional Leadership (Hire -to-Retire) to identify, prioritize and provide guidance & understanding of strategic purpose for all OD activities required to develop overall workplan (Timelines, RACI, Communications, Change Management) of process improvements for Workday ImplementationPerformed current functional HR organizational assessment of Roles & Responsibilities AS-IS, proactively questioned and advised Leadership on best-in-class options for future TO-BE organizational process improvements to ensure HR organization design is in alignment with IT (and within Finance budget)Collaborative HR leader with flexible and adaptable approach to ensure collective organizational successCapgeminiHR Digital Transformation Manager, Delivery Operations Team 2020Role Description: HR Process Improvement Manager ServiceNow Implementation Change LeadConducted stakeholder analysis meetings, using data analytics for process reviews of HR functional areasCoached and collaborated with senior leadership and department heads to create target Personas to for use in the digital design of HR process improvementsGained trust from Senior Leadership on redesign for future state improvements of all HR processes resulting in agreement on commitment of workplan and deliverables (contract value of $530,000)Project manage to anticipate problems, provide solutions, and meet deadlines for project & business goalsCommunications Lead to ensure clear, concise messaging occurs regarding Change initiativesInfosys, Inc. Chicago, IllinoisHuman Resource Business Partner for Sales and IT, Organizational Change Management Team 2018 - 2019Role Description: HR/OCM Lead for Sales Team providing recommendations of Talent management strategy and future Talent Operating ModelCoached and Led Finance and Technology leadership on Retain, Outsource or Exit employee workforce strategies, advising leadership on industry leading best practices of various HR operating modelsAnalyze risks, future benefits, within various Change operating models ensuring financial success for projectImplemented and crafted client-unique approaches for Talent Management operating models to meet the current and future needs of the IT new workforce and aligned to the business planTalent Werks, Inc. Chicago, IllinoisHuman Resource Business Partner and Change Management Consultant 2010- 2018Role Description: HR & Change Management Consultant working onsite directly or virtually with client HR teams to develop HR strategies and programs to profitably meet, execute and evaluate business challenges and initiatives. HR functional consultant in all verticals of HR (Recruitment, Orientation, Training, Performance Management, Comp & Benefits, HRIS, Employee Relations, M&A Transition and Transformation). Projects varied and all focused-on people solutions.Highlighted Projects:Project for A Leading Distributor and Processor of Metals in North America and ChinaPerformance Management Project ManagerCreated a Competency Model and Assessment process for the Employee Performance Review processIntroduced the concept and implemented the use of S.M.A.R.T. goal setting; rolled out to 1850 employeesProject for an IT Company undergoing a Merger/AcquisitionHR Change Management Partner ConsultantLeveraged data analytics to help leaders identify, diagnose, and respond to trends in their business based on analysis and developed strategic recommendations on programs and HR initiatives resulting in such action items as employee engagement surveys, exit surveys and J.I.T. feedback processesProject for The National Leading Outsourced Pharmacy Provider of Compounding CentersHuman Resource Business Partner and Process Assessment ConsultantUsing the SWOT analysis methodology, led an organizational review of the HR employee life cycle of events to understand their relative relationship to the companys elevated level of unmanaged attrition.Reviewed and analyzed staffing model, sourcing strategy, recruitment process, orientation program, new hire on-boarding program, performance management process, HR business metrics & employee training programsConsulted with Leadership to understand business perspective on people issues impacting business operations and profitability; led individual stakeholder discussions to establish trust and transparencyDeveloped process improvement recommendations and presented findings to CEO, CHR and COOResources Global Professionals Chicago, IllinoisDirector of Recruiting & Talent Management 2005 2010Role Description: Responsible for the build and continued operations of the Human Capital (HC) professionalservice practice area involving Recruitment, Talent Acquisition and Talent Management activities. Partner toSales/Business Development leaders to understand corporate growth strategy and to ensure resourcing and staffinglevels would meet business objectives, P&L responsibilities for workforce and Talent Management planningFunctioned as HR SME for project scoping (RFI, RFQ and RFP) and post-sale client follow upTalent Management Lead for Chicago HC Practice revamping On-Boarding & Performance Review processAccenture Chicago, IllinoisGlobal HR Director / HR Business Partner /Change Manager / Transition & Transformation Lead 1995 2004Role Description Global HR and HR North America Business Partner Outsourcing Lead for all Hire-to-Retire functions for multiple business units within the Financial Services industry group.SELECTED ACCOMPLISHMENTS:Transition/Transformation Lead for Outsourcing Contracts involved at strategic sell & implementation stagesPerformance Management Lead for the design and development of a New Career Model resulting in expanded career levels, focused competencies, clarity of job families and specific job descriptionsHR Process Lead Consultant involving the analysis, design, creation, or change of all HR processes, functioned as Program Manager to lead process improvement program roll-outEDUCATIONLoyola University ChicagoMaster of Science in Industrial Relations and Human Chicago, IllinoisBachelor of Arts & SciencesUniversity of Dayton Dayton, OhioSELECTED HRBP WORK EXPERIENCES (Candidate's Name )Performance ManagementDirected Annual Review Process (timelines, communications, trainings & deliverables) that included conducting S.M.A.R.T. Goals creation with Executive Leadership and Management, enabling Employee Self-Assessment, Supervisor/Manager Evaluation Training, Mid-Year Review Process performance metric tracking and Employee Rating/Ranking comparative calibration meetings.Succession Planning, Career Movement and Promotion ProcessLed and executed 9x9 Succession planning process inclusive of Manager and above levels for current and future Talent needs. Advised and coached supervisors and Managers on promotion process. HR Advisor for both calendar promotion cycle and real-time promotion cycle client organizations.Strategic Organizational Planning and HR Platform Needs AssessmentsProvide on-going reviews for continuous HR improvements Collaborated with Senior Leadership, developed communication and change management plans for initiative implementation.Workforce Planning, Recruitment & OrientationLed Business Leadership workshops inclusive of Sales, Finance & HR to forecast workforce needs creating annual recruitment plan by job, level, geography, etc. Created a Build, Borrow, Hire model to reflect changing business needs while minimizing operational HR costs. Created/Revised Orientations.Advisor and CoachProvided HR Thought Leadership to Management, and Senior Management on an ongoing basis regarding trending HR topics, business forecasting, potential pivot issues, etc.HR Operations, Process Improvements & MetricsDesigned, Validated & Implemented the creation of value-add HR KPIs enabling clear, focused HR analytics for quantitative business decisions. Led integration efforts for multiple projects, utilizing different technologies, moving to new HR operating models (HR Shared Services).Transition & TransformationLed organizational assessments during times of corporate flux to ensure solid people movement decisions were being made for immediate and future needs (also legal compliance). Activities included Lay-Off programs, Adjusted Work Programs, Vendor Management Programs for Contractor hires.Corporate Culture and Employe EngagementCreated communication strategies for inclusion of all employees (on-site/off-site) to encourage greater two-way and circular communication. Tools such as Surveys, HR Mailbox, Quarterly, live Leadership Led meetings, facilitated Lunch and Learns (small groups with Management attending) for real-time Q&As, etc. were used resulting in the addressing of employee concerns which then resuted in higher employee satisfaction scores, higher retention, increased productivity, etc.Internal Collaboration, Communications and Relationship ManagementDeveloped, established, and calendared a process for all internal contact between HR and the COE to share best practices, identify areas for improvement and discuss potential solutions. Projects, where needed, were created for a collaborative effort ensuring transparency and accountability for all parties. Worked with other internal stakeholder groups to establish status update meetings or other mechanisms to create a knowledge sharing culture. |
