Senior Organizational Development CConsultant Resume
LOG IN OR REGISTER TO CONTACT ME
This button will open the login/register page in a new tab. After logging in, come back to this page and refresh your browser.
Resume:
Martha Evans
\\r\\n
\\\\\\\\r\\\\\\\\n
\\r\\n
\\r\\n
\\\\\\\\r\\\\\\\\n
\\r\\n
\\r\\n
\\\\\\\\r\\\\\\\\n
\\r\\n
\\r\\n
\\\\\\\\r\\\\\\\\n
\\r\\n
\\r\\n
\\\\\\\\r\\\\\\\\n
\\r\\n
SENIOR LEVEL PROFESSIONAL
\\r\\n
\\\\\\\\r\\\\\\\\n
\\r\\n
\\r\\n
\\\\\\\\r\\\\\\\\n
\\r\\n
Human Resource Professional & Management Executive successful at building high-performance executive teams and sophisticated human capital organizations. A strategic visionary with a clear sense of purpose and urgency when faced with diverse situational challenges. Skilled at establishing operational excellence within culturally diverse environments and translating conceptual models (mission analysis) into specific growth strategies, and planning/executing multi-faceted development campaigns designed to improve human resources, market share, and gross revenue. Over years combined experience in business consulting, diversity programs, compensation and benefits, sales and marketing, recruiting and staffing, employee relations, performance management, and mentoring and executive coaching. Experience includes facilitation and instructional design of human capital development programs.
\\r\\n
\\\\\\\\r\\\\\\\\n
\\r\\n
\\r\\n
\\\\\\\\r\\\\\\\\n
\\r\\n
\\r\\n
\\\\\\\\r\\\\\\\\n
\\r\\n
\\r\\n
\\\\\\\\r\\\\\\\\n
\\r\\n
PROFESSIONAL EXPERIENCE
\\r\\n
\\\\\\\\r\\\\\\\\n
\\r\\n
\\r\\n
\\\\\\\\r\\\\\\\\n
\\r\\n
Integrys Energy Group, Green Bay, WI/Chicago, IL, to
\\r\\n
\\\\\\\\r\\\\\\\\n
\\r\\n
Senior Organizational Development Consultant
\\r\\n
\\\\\\\\r\\\\\\\\n
\\r\\n
Currently provide strategic direction for the talent management and succession planning function. Responsible for creating a leadership talent pipeline of capable, engaged future leaders focused on creating a high performance culture. I work closely with HR Strategists and the executive team in developing and executing talent management systems that attract, develop, retain and deploy talent to achieve strategic business goals. My goal is to maximize organizational capability through solutions such as: culture and leadership assessment, succession planning, performance management, and developmental programs.
\\r\\n
\\\\\\\\r\\\\\\\\n
\\r\\n
Recent successes include:
\\r\\n
\\\\\\\\r\\\\\\\\n
\\r\\n
- Deployment of culture survey and implementation of competency assessments for leadership development feeder pools to mid, senior, and executive management, as well as academic relationships for our high potentials who demonstrate executive potential
- Introduction of succession planning strategy to strengthen leadership bench strength and maximize workforce performance, productivity, and engagement
- Modification of the performance management process via the implementation and use of an on line system
- Executive coaching
- Established HR metrics and measures for all HR and Learning and Development functions
- Organizational re-design for Information Technology Services and other business units
- Writing competency profiles
\\r\\n\\\\\\\\r\\\\\\\\n\\r\\n
\\r\\n\\\\\\\\r\\\\\\\\n\\r\\n
\\r\\n\\\\\\\\r\\\\\\\\n\\r\\n
\\r\\n\\\\\\\\r\\\\\\\\n\\r\\n
\\r\\n\\\\\\\\r\\\\\\\\n\\r\\n
\\r\\n\\\\\\\\r\\\\\\\\n\\r\\n
\\r\\n\\\\\\\\r\\\\\\\\n\\r\\n
\\r\\n\\\\\\\\r\\\\\\\\n\\r\\n
\\r\\n
\\\\\\\\r\\\\\\\\n
\\r\\n
WALMART STORES, USA, Bentonville, AR to
\\r\\n
\\\\\\\\r\\\\\\\\n
\\r\\n
Manager, Talent Management & Succession Planning
\\r\\n
\\\\\\\\r\\\\\\\\n
\\r\\n
Held talent management and succession planning responsibility for senior leadership personnel, to include the optical manufacturing labs. Responsible for strategic planning process for organizational effectiveness, formulating the vision and strategic direction, design and implementation of learning strategy, and initiation of career growth and development strategy and guidance for operations management, hiring processes and recruiting practices, competency modeling, leadership development programs, and succession planning/talent management strategy. Successes include:
\\r\\n
\\\\\\\\r\\\\\\\\n
\\r\\n
- Implementation of competency assessments for leadership development feeder pools to mid, senior, and executive management, as well as academic relationships for health and wellness internships, asset protection, safety, finance, marketing, and Human Resource functions
- Established HR best practices in diversity and inclusion through research, business process improvement, executive successor planning, analysis/measurement (i.e., candidate pipeline development, retention/turnover rates, cost per hire, etc.) and communications
- Developed training programs via research and communication strategies for merchandising, health and wellness, logistics, asset protection, finance, sales and marketing teams
- Collaboration with senior/key leaders in the areas of staffing, diversity & inclusion, total rewards programs, benefits & compensation research, culture surveys, and other company-wide programs.
\\r\\n\\\\\\\\r\\\\\\\\n\\r\\n
\\r\\n\\\\\\\\r\\\\\\\\n\\r\\n
\\r\\n\\\\\\\\r\\\\\\\\n\\r\\n
\\r\\n\\\\\\\\r\\\\\\\\n\\r\\n
\\r\\n\\\\\\\\r\\\\\\\\n\\r\\n
\\r\\n
\\\\\\\\r\\\\\\\\n
\\r\\n
US Cellular, Chicago, IL, -
\\r\\n
\\\\\\\\r\\\\\\\\n
\\r\\n
Senior Organizational Development Manager
\\r\\n
\\\\\\\\r\\\\\\\\n
\\r\\n
Held strategic partnership with regional operations manager for $. million P&L responsibility. Launched a re-engineering initiative of existing human resource and store operations and guided the performance of management teams. Maintained autonomous decision-making authority within the areas of research and development, marketing, sales, finance, technology, and administrative affairs. Established a “return for performance” culture in the sales organization.
\\r\\n
\\\\\\\\r\\\\\\\\n
\\r\\n
\\r\\n
\\\\\\\\r\\\\\\\\n
\\r\\n
- Leadership in change management (includes project and vendor management)
- Oversight of all staff performance, performance evaluation, progressive discipline via use of individual development plans
- Leadership in the setting and achieving of strategic and organizational goals for talent management, training programs, and workplace performance to include instructional design for talent management and learning solutions for field regional operations
\\r\\n\\\\\\\\r\\\\\\\\n\\r\\n
\\r\\n\\\\\\\\r\\\\\\\\n\\r\\n
\\r\\n\\\\\\\\r\\\\\\\\n\\r\\n
\\r\\n\\\\\\\\r\\\\\\\\n\\r\\n
\\r\\n
\\\\\\\\r\\\\\\\\n
\\r\\n
\\r\\n
\\\\\\\\r\\\\\\\\n
\\r\\n
PEROT SYSTEMS (CSRG), Dallas, TX
\\r\\n
\\\\\\\\r\\\\\\\\n
\\r\\n
Senior OD/Learning Consultant,
\\r\\n
\\\\\\\\r\\\\\\\\n
\\r\\n
Responsible for aligning talent management strategies with the business goals to ensure balance of talent resources, bench strength and leading edge organizational effectiveness initiatives. Managed a team that oversaw performance management, talent reviews and succession, organizational survey strategy (including -degree feedback, new hire surveys, employee opinion surveys, exit surveys, etc.), leadership development programs and additional organization effectiveness initiatives including org design, team interventions, etc. The role included accountability for both individual business projects and enterprise wide initiatives. Successes include:
\\r\\n
\\\\\\\\r\\\\\\\\n
\\r\\n
\\r\\n
\\\\\\\\r\\\\\\\\n
\\r\\n
- Performance Management strategy to develop processes and tools that aligned all systems and practices to achieve business results from the Executive level down to non-exempt
- Diagnosed organizational issues with Talent and Human Capital business leaders and designed/implemented organizational effectiveness strategies and initiatives
- Developed and institutionalized state of the art succession planning processes that led to individual career development
- Drove career development strategy; implemented practices, processes and tools that aligned across all businesses to drive cross business movement and support overall Talent Management strategy
- Led design, deployment, and enhancement of talent management programs including annual talent review, bi-annual office promotions, high potential and development programs
- Established and oversee organizational climate surveys
\\r\\n\\\\\\\\r\\\\\\\\n\\r\\n
\\r\\n\\\\\\\\r\\\\\\\\n\\r\\n
\\r\\n\\\\\\\\r\\\\\\\\n\\r\\n
\\r\\n\\\\\\\\r\\\\\\\\n\\r\\n
\\r\\n\\\\\\\\r\\\\\\\\n\\r\\n
\\r\\n\\\\\\\\r\\\\\\\\n\\r\\n
\\r\\n\\\\\\\\r\\\\\\\\n\\r\\n
\\r\\n
\\\\\\\\r\\\\\\\\n
\\r\\n
Blue Cross Blue Shield, Washington, D.C.,
\\r\\n
\\\\\\\\r\\\\\\\\n
\\r\\n
Benefits Administrator
\\r\\n
\\\\\\\\r\\\\\\\\n
\\r\\n
- Developed a benefit communication program to help employees understand benefits through print and intranet
- Monitored costs and claims experience
- Managed high-level project planning components relating to benefit program development, revisions, design and/or audit, including annual contract renewals and open enrollment planning
- Progressive experience in design, implementation, and administration of self-funded plans
- Experience with various vendor relationships to include, Medicare, Medicaid, and various Third Party Administrators.
\\r\\n\\\\\\\\r\\\\\\\\n\\r\\n
\\r\\n\\\\\\\\r\\\\\\\\n\\r\\n
\\r\\n\\\\\\\\r\\\\\\\\n\\r\\n
\\r\\n\\\\\\\\r\\\\\\\\n\\r\\n
\\r\\n\\\\\\\\r\\\\\\\\n\\r\\n
\\r\\n\\\\\\\\r\\\\\\\\n\\r\\n
\\r\\n
\\\\\\\\r\\\\\\\\n
\\r\\n
Human Resource Manager
\\r\\n
\\\\\\\\r\\\\\\\\n
\\r\\n
- Led the development of long and short-term workforce strategies for designated functions or departments \\\\\\\\r\\\\\\\\n\\r\\n
- Provided consultation to senior leaders on workforce management through the following functions: workforce planning systems/models, job rotations, turnover management, anticipatory searches, retirement management, reorganization planning and implementation/scenario analysis, and data-driven workforce development and other pipeline strategies
\\r\\n\\\\\\\\r\\\\\\\\n\\r\\n
\\r\\n\\\\\\\\r\\\\\\\\n\\r\\n
\\r\\n\\\\\\\\r\\\\\\\\n
\\r\\n\\\\\\\\r\\\\\\\\n\\r\\n
\\r\\n\\\\\\\\r\\\\\\\\n\\r\\n
\\r\\n
\\\\\\\\r\\\\\\\\n
\\r\\n
\\r\\n
\\\\\\\\r\\\\\\\\n
\\r\\n
\\r\\n
\\\\\\\\r\\\\\\\\n
\\r\\n
Education
\\r\\n
\\\\\\\\r\\\\\\\\n
\\r\\n
Master of Business Administration · University of Phoenix, Phoenix , AZ
\\r\\n
\\\\\\\\r\\\\\\\\n
\\r\\n
Bachelor of Arts & Science · Human Resource Management & Communication · Concordia University, Mequon, WI
