Alixandra M. Colehour Email & Phone Number

Minnetonka, Mn, Us

Organizational Effectiveness and Strategic Human Resources Capabilities • Depth of experience in creating Organization, People and Culture strategies. • Established a full “Voice of Employee” strategy to increase Team Member experience. • Developed a strategic Talent Management and Capabilities Framework to support business objectives• Stood-up DEI&B Strategic Framework to measure and promote inclusion and belonging • Created a Competency and Leadership Framework to support career management. • Functioned as a key strategic partner in the successful technology implementation of Workday.• Certified as an Executive Coach (through the Hudson Institute of Coaching) with a breadth of clients• Experienced change management and business readiness practitioner.• Consulted on organizational design ensuring effective structures and span of control disciplines. • Trusted Strategic Meeting Facilitator and strong Project and Program Manager • Excellent storyteller, including developing Human Resources content for various audiencesStrategic Business Partner• Breadth of experience providing HR Business Partner Services to a large array of client groups across the business, including, Headquarters, Product Innovation, Retail Sales / Stores, Customer Relationship Center, Manufacturing & Distribution, Field Services / Home Delivery, including full range of HR Leadership and Employee Relations support.Strategic Board Services, including pro bono HR Consulting at non profit organizations (St. David's and Wings for Widows).

Minneapolis, Minnesota, Us

•Develop, socialize and execute a long-term Diversity, Equity and Inclusion (DE&I) strategic plan and annual business plan aligned to company objectives. •Partner with CHRO/CEO to set direction, manage and coordinate the DE&I strategies and initiatives.•Align and work with key HR stakeholders to effectively embed DE&I practices into all aspects of talent lifecycle; provide recommendations and consulting to strengthen deliverables in key areas such as: hiring, promotions, development, retention and engagement. •Develop key measurements to track and monitor progress against goals and objectives for DE&I •Benchmark and develop best practices to identify innovative DE&I solutions.•Partner with HR Operations to create meaningful reporting and data to measure program impact; leverage data and insights to inform decisions and priorities.•Work with Training to design, facilitate and execute DE&I education initiatives. •Ensure DE&I topics are included in appropriate internal and external communications; effectively integrate DE&I into communication processes across the enterprise.•Provide leadership and consulting support for the DE&I Councill and Team Member Resource Groups (ERGs) to deliver objectives, strategies, and action plans.•Partner with Talent Acquisition to develop and implement effective diversity recruiting strategies at all levels.•Provide consulting to HR Business Partner’s (HRBP’s) to plan and implement strategies for their respective businesses. •Develop and implement a community involvement strategy that builds strong relationships with external organizations.

Minneapolis, Minnesota, Us

• Design and deliver leadership development programs targeted to increase succession and bench readiness and overall effectiveness of our leaders. Leverage technology to tell our talent story• Lead Diversity, Equity and Inclusion for the enterprise; focusing on increasing awareness and action to drive systemic racism from the workplace and community• Strategic leadership of Workday implementation including business case, business readiness leadership and work stream leadership of performance, learning and talent• Introduction of a leadership competency model; fully certified in Korn Ferry model (Leadership Architect, Interview Architect, KF 360 and Leadership Potential) • Advance career development through optimization of career management framework, including experiential learning. • Ensure we have a common language using the Korn Ferry Leadership Architect to define leadership competencies across the full talent lifecycle• Deliver change management and business readiness solutions for strategic initiatives• Consult on organization design to ensure horizontal effectiveness and span of control • Deliver internal coaching (and assessments) for top/emerging talent; including C-Suite leaders• Lead Diversity, Equity & Inclusion to drive cultural awareness and interventions• Enable a strategic talent management framework to address our business needs and our philosophy of Talent365. Provide tools and process to enable talent assessment and talent review, team member experience, goal setting, performance management, succession planning, capability management and talent development

Minneapolis, Minnesota, Us

At Sleep Number, a $2B vertically integrated specialty bedding retailer (over 600 stores in all 50 states) focused on health and wellness, with technology as our differentiator, we have a mission to improve lives by individualizing sleep experiences. We do so by leading the way as a sleep innovator—for our customers, our team members and our shareholders.▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬As the Vice President of Human Resources, I provide expertise in all disciplines of human resources including: Business consulting, organization and talent management, executive coaching, succession planning, performance management, employee engagement, employee relations, and organizational change management. Connect with me for more details.

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SimonDelivers.com was a start-up and innovative online grocer that provided home delivery of high quality grocery products to our customer's front-door, primarily serving the Minneapolis-St. Paul metropolitan area and surpassing three million orders. ▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬In 2004, I joined the leadership team at Simon Delivers as Director, Human Resources.In this role, I provided leadership for all aspects of human resources including the creation of organizational processes, talent planning, and talent acquisition strategies. I also managed compensation and benefits design, as well as administration and business partner services to support the attainment of both short and long-term company goals.

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Marshall Field’s was an upscale department store and major chain – a Division of Target Corporation.▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬As the Manager of Human Resources at Marshall Field’s, I managed and executed business consulting and human resources responsibilities for a variety of functions including merchandising, distribution and college relations. Connect with me for more information.

Capella University; Bs, Business, Human Resources Management (In Process)

Certification, Strategy

Certification, Human Capital Mini Masters Program

Certification, Finance For Non-Financial Managers