Strategic HR / HRBP / DNI
Significant breadth and depth of HR experience strategically aligning, leading and executing on HR initiatives to drive priority business results in large, complex organizations. Consulting experience bringing corporate-informed discipline to nimble companies to mitigate risk.
Key Skills & Competencies
AREAS OF EXPERTISE
• HR Department Structure and Alignment
• Organizational Design Consulting
• HR Policies and Processes
• Performance Management
• Diversity and Inclusion Strategist/Facilitator
• Recruitment and Retention Partner
• Change Management Practitioner
• Talent Development
• Succession Planning/Leadership Development
• Learning Program Development/Facilitator
• Employee Relations Decision Maker
• Certified Executive Coach
• Successfully partnered in reorganization of HR functions and redefined roles to meet changing business needs.
• Enabled improved employee satisfaction scores and implemented best practices companywide by effectively developing and leading Talent Management and Diversity and Inclusion functions.
• Leveraged Change Management and Communication skills to navigate shifts in structure and processes while focusing on maintaining a positive work environment.
• Increased internal promotions and expanded opportunities including women and people of color representation by creating tools for more focused performance management, talent development and succession planning practices.
Hopper HR Consulting, LLC – West Hartford, CT 1.5 yrs
Provide HR solutions in support of people strategies. Expertise in HR Policy and Processes, Performance Management, Organizational Design, Diversity and Inclusion, Talent Development, Change Management and Executive Coaching.
Prudential Financial, Hartford, CT 14 years
Vice President, Managerial Capability 9 months
Led management development initiatives at all levels across the Company from strategy through project execution
Secured buy in and commitment to approach and programs from C-Suite leaders and other critical stakeholders.
Developed and implemented scalable programs, tools and resource solutions to develop and retain all levels of managers across the organization.
Aligned the Prudential Leadership Model to talent and performance management initiatives – ensuring leadership development and accountability focus included Prudential’s core values and business outcomes.
Vice President Talent, Inclusion and Diversity, and Organizational Effectiveness, Retirement Division 8 years
Led the HR Solution Center Retirement Division team of 11 to develop and implement key Talent, Inclusion & Diversity and Organizational Effectiveness programs, aligned with business priorities and optimized return on investment. Collaborated with President, Senior Leadership Team and HR Business Partners – including HR special projects and Corporate functions focused on selection and succession planning of high potential leaders.
Created and translated the overall strategy to improved high potential readiness for promotions and/or expanded opportunities to performance objectives supported by key development and retention programs.
Improved career mobility, expanded opportunities by 50% via the Retirement Leadership College.
Clarified meaningful & strategic career goals for 60 mid-level women via the Women’s Development Program.
Enhanced executive presence, influence and credibility of 19 VP and Director level women via the Women’s Development Program focused on special project work with senior leaders.
Launched two programs to prepare managers for meaningful evaluation discussions and to align all associates performance objectives and growth plans to the business - 70/20/10 Development Planning & GROW Coaching Model.
Led a project team to create and launch a successful 2-day education session for 30 high potential VP’s focused on how to lead a Profit and Loss business.
Inclusion and Diversity
Selected and launched Diversity and Inclusion education programs – Appreciating Differences and Managing Inclusion. Improved Employee Survey scores by 5% for senior leaderships’ overall commitment to Diversity.
Adopted the use of data and analytics in consulting with leaders on their I&D efforts to create performance dashboards with key department insights.
Improved diversity representation in 18-months, as a result of education and data analytics awareness.
Launched 6 new Business Resource Group chapters. Connected senior leadership with Business Resource Group members to solve key business challenges.
Led a team of 6 HR professionals providing positive impact to leaders focused on organization change/design/development, executive leadership performance, team effectiveness and enterprise learning.
Vice President Human Resources – Senior HR Business Partner 5 years
Partnered with Senior Leadership Team members to provide end-to-end HR support for teams, including Sales, Service and Operations, Technology, Product, Pension Risk Transfer, Marketing and Strategy and Actuary.
Maintained focus on performance management processes and practices, including succession management.
Conducted workforce planning discussions to ensure focus on attracting, developing and retaining associates.
Handled employee relations matters – including complex cases and annual Affirmative Action plans. Led end-to-end processes for downsizings including severance matters.
Analyzed and measured HR practices; recommended and implemented best practices.
Led Yearly Compensation process for clients.
Monitored annual HR budget.
Led Inclusion and Diversity efforts within the business areas.
CIGNA, Bloomfield, CT
VP Employee Relations; Senior Human Resources Business Partner 4 years
Investigated and resolved numerous complex ER cases.
Wrote EEOC responses, as well as provided testimony in EEOC hearings.
Led an arbitration - prepared all documents and witnesses. Case closed in favor of Company.
Maintained large caseload while providing optimum support and trusted guidance to HR Business Partners.
Partnered with Head of Technology during department transformation to provide end to end HR support including performance and succession management, employee relations matters and compensation.
Analyzed and measured HR practices; recommended and implemented best practices, including creation and implementation of career paths. Led a team of 3 HR Directors.
Untapped Potential, Inc., Mentor | Dress for Success, Volunteer
MADD – Greater Hartford Chapter – Executive Board Member
Emanuel Lutheran Church – Board Member for Capitol Towers (affordable housing)
Participated in Prudential Business Resource Groups
B.A. English and Sociology | Assumption College, Worcester, MA