Anne Lopez Email & Phone Number

Remote

New Jersey, United States

• Drove Executive and Regional Leadership talent review and succession planning strategy and execution, improving commercial leadership capabilities, strengthening and diversifying succession pipelines, and accelerating.
• Led change management initiatives globally and at the business unit level, engaging key stakeholders in the change vision, future state identification, planning and execution to create buy-in, mobilize change.
• Developed and delivered Mercer’s point of view on enterprise-wide talent initiatives including the configuration and rollout of Workday talent assessment, performance management, and career development tools and the.

New Jersey, United States

• Redesigned and managed Executive and Regional Leadership talent review and succession planning processes, incorporating various assessments into the talent review process to promote objectivity and improve clarity.
• Redesigned Mercer’s Performance Management framework, guides and intranet site, incorporating regular career development discussions into the process and promoting goal-setting alignment with Mercer Commitments.
• Designed and co-facilitated Team Effectiveness sessions with Executive, Regional and Functional leadership teams; used group Insights® and other assessment results to build shared understanding of group strengths.
• Co-led People Manager Excellence initiative, increasing spans of control among our most effective people managers and moving less effective people managers into individual contributor roles.

Connecticut, United States

• Conducted training needs assessments and coordinated, designed and delivered training targeted to business and colleague development needs.
• Partnered with HRIS to fully automate and integrate performance management, 360 feedback, talent assessments, competency assessments and succession planning in Cornerstone which led to a simplified and improved.
• Facilitated market-level, cross-business talent reviews and succession planning activities to strengthen leadership pipelines, close leadership development gaps and promote talent sharing across the organization

New York, New York, United States

• Served as trusted advisor to the Northeast Zone Leader, New York Metro Market Business Leader and National Support Unit Leaders, delivering strategic and tactical HR support aligned to achievement of business goals.
• Participated on various strategic projects and initiatives created in partnership with business leaders and HR COEs, executing on project deliverables, achieving milestones, and driving projects to completion.
• Partnered with business leaders to develop staffing plans and collaborated with Talent Acquisition to meet staffing goals.
• Managed year-end compensation review process to facilitate equitable allocation of merit and incentive compensation budgets and adherence to promotion guidelines.

Falls Church, Virginia, United States

• Independent HR Consultant (2005-2006) | Director of HR (2001-2005) | HR Manager (1999-2001)Directed high-level employee relations issues/investigations, talent acquisition, executive coaching, change management.
• Cut staff voluntary turnover rates 30% in 4 years, delivering cost savings totaling over $8M (2000-2004) through design/rollout of retention initiatives and recognition programs.
• Contributed to smooth organizational transition through 3 major changes in top leadership.
• Created and implemented a competency-based performance management and career pathing framework, improving transparency and colleague trust that performance evaluations and promotions would be managed objectively and.
• Secured sufficient funding for key HR programs to meet business objectives by working collaboratively with Finance.
• Counseled and coached executive leaders in troubleshooting of complex HR and talent-related issues.

Bachelor Of Science In Management - Accounting Concentration

Master Of Arts - Clinical Psychology