Ann Fitzpatrick Email & Phone Number

Boston, Ma, Us

Houston, Texas, Us

CHRO for a growing privately held lab diagnostics company with 360 employees in the US. Successfully supported the CEO on several key initiatives including:-Developed and executed the 2024 HR Strategy and roadmap with a concentration on culture and engagement and leadership and employee development. -Designed a compensation study to competitively align CEO and executive team's pay structure to the market. Successfully influenced and obtained Board approval. -Implemented the company's first Employee Engagement Survey, educated the CEO and leadership team on the value of obtaining a baseline culture assessment. Provided recommendations on key focus areas. Designed a plan with the HR team and leaders to create actionable plans to address opportunity areas.-Addressed hiring challenges including conducting root cause analysis. The result reorganized the TA team, trained recruiters to effectively contract with managers, implemented TA metrics to reduce time to fill roles and increase quality of hires.

Heilbronn, Baden-Württemberg, De

Global Head of Human Resources for a specialty CRO supporting the biopharma industry with four sites and 220 employees across the US and Germany. Promoted into the head of human resources within one year with ProtaGene.-Successfully supported a new CEO through a company reorganization that included realignment of the Executive team, developed mission, vision and strategy and organizational plan to stabilize the workforce.-Designed a global Performance Managment philosophy and program. Obtained voice of customer feedback, established design principles and created a cross-functional team.-Developed a Career Framework and Compensation Strategy. The goal, to create a consistent compensation philosophy to support business growth and foster employee engagement. -Implemented a global HRIS system to enable the HR function to scale with the business and establish consistent HR processes and provide more value-add HR support to employees and managers.-Designed and executed a Reward and Recognition Program. The goal, foster a culture of growth and high performance aligned to newly established company values.

Heilbronn, Baden-Württemberg, De

Selected by the US CEO, to become the first HR Leader for the US business to build foundational HR processes and systems supporting scaling the US business. -Successfully hired and on-boarded 25+ employees to support growth plans.-Collaborated with the HR German team to identify and implement a global Applicant Tracking System. -Collaborated with the Head of Marketing to design a career page and website to enhance the company brand to attract, engage and retain talent. -Implemented a comprehensive on-boarding program to accelerate new employees' integration into the company.-Designed, planned and executed a site move from Cambridge to Burlington. Held focus groups, assembled move team, established TEAM site to provide progress updates and resources.-Designed a set of US Policies to support growth of the US organization.

Marlborough, Ma, Us

Global VP, Human Resources coached, advised and supported four Executive Committee members and their global organizations, 2,000+ employees. Responsibilities included Clinical, Finance (Strategy & M&A), Legal, Compliance and Human Resources. -Partnered with the Chief Medical Officer to establish a new vision, mission and strategy for the global Clinical organization. Realigned the leadership team, hired key leadership roles and established an Operations and PMO team to harmonize and scale processes across the global organization.-Influenced CFO to realign the roles of key high potential leaders to provide broader experiences, accelerate development and strengthen the CFO and Corporate Controller succession plans. -Led a strategy planning session for the General Counsel and Leadership team that resulted in a two-year strategy, roadmap and set of key metrics.- Key HR Leader and Sponsor for a Global HR Transformation initiative. The goal, to evolve the HR Operating model to support business growth. Established vision, guiding principles, work-streams, change management plan and capability framework to strengthen HR skills needed in the new HR operating model. Created a shared service function to more effectively support managers and employees and a Project Managment Office to accelerate the execution of global projects. -Co-led and designed an HR Excellence Program to address skill and competency gaps in the HR function. Successfully launched four training modules that included: Consulting Skills, Org Design, Change Managment and Data Analytics.

Marlborough, Ma, Us

Strategic HR Business Partner for a commercial division, R&D, two newly created functions and an internal start-up.-Selected by the HR Leadership team to support an internal start-up business. Goal was to bring disruptive technology to the market. Developed a workforce plan to hire 120+ employees in 12 months.-Created two new functions, Corporate Strategy and Medical Affairs. Partnered with the Vice Presidents of the new functions to create and educate the organization on the value proposition. Designed a recruitment strategy to hire key capabilities for these functions and designed and facilitated a two-week intensive on-boarding program.-HR lead on four key acquisitions. Created an HR integration plan that included a cultural assessment that provided insights into cultural misalignment issues, key employees that needed to be retained and integration plan.-Core-team member that developed a global talent review and succession planning framework for the organization. -Key team member that supported planned and executed a career path development program for the R&D organization.

Marlborough, Ma, Us

Human Resources Manager for 400+ person customer fulfillment center that included customer service distribution, quality and finance. -Initiated a project to assess feasibility of the site becoming 24/7. The study validated customer feedback and key optimization periods. Implemented changes shift changes that resulted in increased customer service.-Successfully re-negotiated temporary agency contract that resulted in decrease in cost savings, also impacted a decrease in temp turnover.-Initiated first employee engagement survey to obtain a base level assessment of employee satisfaction. Identified improvement areas, created focus groups and implemented changes that resulted in a 10-point improvement in employee engagement scores the following year.

Human Resources Manager for four business units and 300+ employees both union and non-union.-Conducted grievance meetings with two Unions. Within one year, established positive working relationship with the Union Representatives that resulted in a 10% decrease in formal grievances.-Developed an internship program in the culinary department to upgrade skills and create a talent pipeline of experienced culinary professionals.

Liberal Arts, Political Science

Education, Organizational Development