Senior Associate
CurrentAssessed the learning needs of the organization through engagement and onboarding survey data, conversations with influential leaders, and close relationships across the organization to develop meaningful and scalable learning solutions - including “department tours” and bolstering our asynchronous content. ► Partnered with HR Business Partners, senior leaders, and line managers to identify learning needs and strategize learning and communication solutions, specifically around disseminating our complex people processes for staff and managers. ► Worked with internal learning partners and facilitators to tailor content based on organizational context and needs, in particular for our leadership development programs. ► Developed workshops for teams cohorts to address team dynamics and productivity concerns. ► Owned, maintained, and overhauled (in collaboration with the Director and Manager of Learning & Development, as well as executive leaders and other CoE leaders) performance-related processes, including introducing individual goals for the organization, revamping peer and upward feedback mechanisms, replacing annual performance reviews with quarterly performance touchpoints, and a full revolution of the promotions process. For each of these processes, provided individualized coaching and synchronous and asynchronous training for all staff and managers. ► In addition to L&D duties: (1) Temporarily acted as one of three-de facto HR Business Partners to support the organization through high-profile departures and employee relations concerns using individual coaching, group coaching, and change management initiatives.
