Ari Kaplan Email & Phone Number

Los Angeles, Ca, Us

West Hills, Ca, Us

Boston, Massachusetts, Us

Served on the Strategy & Planning team, working alongside the Chief of Staff and Project Management Office to develop and deliver company-wide communications for nationally and globally distributed teams in a matrixed organization. Built and maintained delivery calendars, wrote on behalf of the CEO, and gathered and applied employee feedback data and insights to improve messaging and tacticsAdvised executive leadership on annual strategic initiative messaging, change management, team effectiveness, stakeholder management, and internal communications. I consulted on the structure and operational cadence of the monthly business review, developing and tracking company and team OKRs in alignment with P&Ls focused on both top-line and EBITDA growth.Coordinated with cross-functional stakeholders to create and deliver content for internal weekly company all-hands meetings, including developing calendars and agendas, drafting talking points, coaching presenters, and facilitating all meetings.Partnered with the Director of Human Resources, Chief Security Officer, and Chief Privacy Officer to build process improvements, as well as training and documentation programs to ensure 100% company compliance with an ongoing FTC consent order.Oversaw M&A change management, organizational design, and internal communications to strategically integrate with Uber. This included organizing and deploying procedural flow charts for HRBPs, developing communications strategies for the senior leadership team, and negotiating HR policy decisions with key stakeholders at Uber.

Boston, Massachusetts, Us

Created and delivered internal leadership development programs for Director-level leaders, frontline managers, and individual contributors, including working with executive leadership to build and deliver a company-wide mentorship program for the top 4% of performers. Managed program budgets and led all internal communications and marketing initiatives for program promotion. Program participants accounted for 61% of all company-wide promotions, and we had an org-wide employee NPS score of 86.Partnered with HR to design performance management processes and systems to operationalize a values-based employee experience rooted in talent development, team effectiveness, and career mobility. This included advising teams on OKRs and work alignment best practices. 92% of employees received twice-monthly 1:1 feedback from direct managers, and 86% of employees had twice-annual individual development plans.Revised and optimized our performance review process with HR and our broader People Operations team, reducing manager workload by 62% and increasing the on-time completion rate by 37%.Worked with senior leadership to identify trends and future business needs to create competency maps for succession planning, internal mobility, recruitment, and individual development plans. Built and scaled the company-wide new hire and manager onboarding programs, partnering with talent acquisition, human resources, and other cross-functional leaders. Our programs had a 95% favorable rating.Designed and facilitated company-wide workshops on conflict resolution, giving effective feedback, change management, DEI, and other leadership skills.Partnered with people analytics to revise total rewards strategy and execution.

Coached leaders, facilitated leadership development programs, and conducted executive 360 reviews for global companies in tech, entertainment, consumer product, asset management, and professional services.Designed curriculum and produced leadership development courses about interpersonal skills, conflict resolution, change management, and complex problem solving. Managed production budgets, oversaw end-to-end development and delivery, and licensed courses to LinkedIn Learning.Conducted quantitative and qualitative research to design new client offerings for emerging leaders, focusing on trends in staff retention, management development, and employee engagement. This included coaching, LMS/LXP courses, and cohort-based workshops.Wrote and co-taught graduate courses at a local university. This was a combination of in-person and e-learning modules, with lessons on team dynamics, effective communication, public speaking, and organizational values. Regularly the top ranked elective course by students.Created audio learning content and knowledge articles on communication skills for twice-monthly client newsletters. Our open rate was 9.4pp above industry average and our click rate was 2.5pp above industry average.Produced and contributed to the business communication podcast series Tell Me What to Say:Notable guests: Satya Nadella (Microsoft), Sheryl Sandberg (Facebook), Dr. Atul Gawande (The Checklist Manifesto), Seth Godin (Purple Cow)

Oversaw annual strategy, business operations, budget, and project managementRevised and scaled sales strategies while creating and executing on new go-to-market offerings, ultimately increasing revenue by 28% over the first 3 years.Led the relocation and adaptation of the business after all buildings burned down in a wildfire. I created change management strategies to redesign and deliver multiple programs from ideation to execution, coordinating with external partners to restructure business operations and reopen within 7 months.Set policies and procedures on employee engagement, performance management, and development, performing well above national industry averages in key program metrics every year (Leadership team quality +17pp; Org Communication +24pp; Employee Feedback Channels +19pp; Learning & Development opportunities +16pp)Annually recruited, hired, onboarded, and trained 150 employees; directly tasked with enhancing organizational culture (Work Environment +9pp above industry average; Staff Onboarding/Training +12pp)Managed and coached 7-12 managers in conflict resolution, performance management, and communication skills driving accountability and ensuring operational excellence in each manager’s department.Partnered with organizations serving marginalized communities to innovate and execute DEI initiatives, customer offerings, recruiting processes, and employee trainings. Fundraised and managed program budgets, increasing customer and employee representation each yearScaled recruitment and internal talent development operations, saving 35% annually in recruitment and training costs.Ensured policies and practices were in compliance with industry regulations, including HR & Employment laws, achieving the first 100% compliance grade in the organization’s 65-year history.I led regular due diligence in coordination with HR and discretely reported and handled confidential information