Ashley Keating Email & Phone Number

New York, NY, US

New York, US

New York, New York, US

• Strategically advised Business Partners on talent management strategy, to determine areas of opportunity to improve the identification, development, and retention of top talent.
• Originated, developed, and drove execution for YoY succession health and diversity metrics for annual CEO one-on-ones focused on EMT succession, now used Citi-wide.
• Created a calibration toolkit to align HR team processes and standards, including underlying strategy, and drove execution across the 55K population in preparation for executive talent reviews.
• Developed Grow Your Talent toolkit for Global Functions EO&T managers and employees, from concept to implementation, and strategically advised Learning and Communications teams on a Citi-wide rollout, including.
• Played a leading role in a cross-region and business line working group to design and roll out an overhaul of talent designations, succession planning, and talent reviews. Ran education sessions as an expert.
• Advised EMT, leadership teams, and HR Advisors for annual live succession planning workshops, and intervened live as a subject matter expert to ensure valid and diverse successor outcomes.

New York, New York, US

• Strategically advised partners and senior business leaders regarding talent management strategies, including succession planning, talent review, performance management redesign, org design, and change management. Acted.
• Drove the implementation of data and science-based approaches to recommend cost-efficient options as part of a RIF for a leading healthcare provider.
• Advised Talent team at a leading private equity firm, providing expert counsel on a performance management redesign, accounting for intricacies around the firm’s partner model and recruiting strategy.
• Executed focus groups, interviews, and design sessions, and integrated with Workday consultants and the Communications team to ensure flawless implementation.
• Drove strategy and execution for a talent philosophy redesign, impacting recruitment strategy, performance management systems, and ways of working for a large utility provider, adapting for unique union dynamics.
• Designed a bespoke performance management system and talent philosophy for a large manufacturer, and drove the full implementation process, including change management, communications, project management, and.

New York City, NY, US

• Served as a subject matter expert during an upgrade of talent review processes and calibrations. Helped create strategy and drove execution of a successful enterprise-wide (35K population) rollout, including.
• Conceptualized and managed a global talent data repository to support multiple business units, inclusive of a cloud-based dashboard, to eliminate inefficiencies and better align processes between business lines.
• Optimized talent selection processes for high-touch learning and development sessions, and integrated with the learning team to create shorter learning and development sessions titled micro-labs, aimed at making.
• Provided strategic recommendations on key metrics for talent management, engagement, and development to assess leadership effectiveness YoY and drive improvement.
• Drove end-to-end L&D Talent Lab processes through eligibility review, consultation with stakeholders, consolidation, and facilitation while acting as a go-to facilitator for onboarding, management engagement trainings.
• Created strategy and took part in the execution of change management strategies for Dreamworks after its $3.8bn acquisition.

Purchase, New York, US

• Independently identified significant problems with the retention of female talent with STEM backgrounds. Proactively suggested and drove the execution of solutions, in partnership with senior managers, including the.
• Helped create career pathing, job analysis, and visualization strategies and structures for a brand new function, including competency modeling, interview guides, and a leveling structure. The frameworks created were.
• Championed gamification of career development and talent management practices, as part of onboarding for leadership, using a Monopoly-style board game. Led training of other expert trainers to facilitate the widespread.
• Helped execute on feedback and assessment processes including 360 review, manager quality, leadership development assessments, engagement surveys, and annual performance management processes.
• Acted as a key driver of the growth and development of the Global R&D Fellows Program - an elite senior scientist development program.
• Proactively and independently conducted research via data mining, surveys, and other tools to surface unforeseen issues and present relevant and viable solutions.

Chattanooga, TN, US

• Created scorecards to solve key organizational challenges and set the agenda for over 10,000 employees, partnering with legal and human resources in the development and implementation.
• Conducted an analysis of employee recognition data and designed recommendations for program enhancements, coordinating across functions.

Chattanooga, Tennessee, US

• Graded assignments, tests, and numeracy assessments to aid daily functions.

Chattanooga, Tennessee, US

• PSY1010: Introduction to Psychology
• Facilitated daily classroom functions, presented lessons, and graded assignments

Chattanooga, Tennessee, US

• Researched and initiated the first onboarding program for new hires; afterwards jointly leading onboarding sessions for the remainder of the internship as well as producing and rolling out a training toolkit to.
• Analyzed and improved employee surveys to align with best practices, interpreted and reported out acquisition and retention data, and employee engagement data presented to department heads and eventually the board.
• Collaborated to initiate the first employee health and wellness program and rollout communications
• Developed competency-based job descriptions
• Assisted with tracking annual performance review submissions and logging performance ratings into HR database
• Assisted with revisions of survey instruments to align with best practices, and with interpreting and reporting acquisition and retention data

Master'S Degree, Industrial And Organizational Psychology

Education record

Bachelor'S Degree, Writing, Rhetoric And Communications