Beth S. Email & Phone Number

United States

Corning, New York, Us

Manages and champions the Corporate employee survey strategy. Consults with leaders to understand relevant business challenges/opportunities and integrate with employee survey work (inform content, identify deeper insights, drive business outcomes). Leads executive-level analyses and recommendations. Consults on individual, team, and organization culture and talent assessments. Since 2017 partners with Corning executive Faculty as a breakout team facilitator for the Leadership Fundamentals for Innovation Program Managers (LFPM) program and currently serves as a Master Facilitator Coach for the Global Emerging Leaders (GEL) program.

Corning, New York, Us

Managed HR's strategic planning process. Played a critical role in influencing and evolving Corning's people strategy through data. Helped drive an insights-led, data-informed culture within the HR Function. Kept a pulse on external and key internal trends and evaluated strategic priorities for the organization, ensuring there was a clear business case for initiatives having a potential impact on the HR strategy. In addition, was responsible for establishing and governing strategy success metrics, and overseeing global employee surveys.

Corning, New York, Us

Partnered with the HR Transformation Office Leader to develop a transformation roadmap. Developed and reported HR strategy success metrics and established indicators of progress/success/risk for effective interpretation of metrics. Led HR transformation workstream(s) to deliver on objectives and strategic initiatives, including refreshing one of Corning’s Corporate values (“The Individual”). Responsible for reimagining and implementing a new Corporate survey strategy, enabling proactive management of the employee experience and integration with other people and business data for deeper insights. Connected findings from surveys to strategic HR transformation activities and workstreams.

Corning, New York, Us

Within Global HR's Workforce Development and Learning Center of Excellence, I managed global classroom learning operations. I was responsible for implementing process improvements, forecasting and tracking metrics, and managing suppliers. As program manager, I led the digital transformation and rebranding of two of Corning's global leadership development programs. I also partnered with internal Executive Faculty to facilitate Corning's leadership program for innovation managers.I managed Corning's employee survey strategy and process execution, identifying insights and trends related to culture and the employee experience across the organization. I partnered with global HR colleagues and business leaders to develop solutions that created and sustained a high-performing organization, and aligned talent development and organization effectiveness programs, processes, and services with current best practices.

Corning, New York, Us

Within Global HR's Workforce Development and Learning Center of Excellence, I managed Corning's employee survey strategy, partnered with global HR colleagues and business leaders to develop solutions that create and sustain a high-performing organization, and aligned talent development and organization effectiveness programs, processes, and services with current best practices. I was the Program Manager for one of Corning's top-level global leadership development programs and partnered with internal Executive Faculty to facilitate Corning's leadership program for innovation leaders.

Mclean, Va, Us

- Developed and implemented solutions to streamline internal I-O consulting work processes- Developed technical and process-fucused training programs and materials- Collaborated with other internal teams to develop enhancements to existing technology products- Participated in product/services roadmapping activities

Mclean, Va, Us

- Managed cross-functional projects- Led change management initiatives for new process/policy/software implementations (i.e., stakeholder analyses, process mapping, planning and developing communications, training needs analyses, defining and gathering success metrics)- Designed and implemented performance appraisals and skill gap analyses- Designed surveys and analyzed survey data to report conclusions and recommendations - Conducted job analyses/competency modeling to support human capital initiatives- Analyzed career paths and position descriptions- Analyzed policies and made recommendations to improve clarity and efficiency- Developed and validated personnel selection assessments (e.g., structured interviews, writing assessments, training and experience questions) and scoring protocol (i.e., behaviorally-anchored rating scales)- Performed quantitative and qualitative analyses on clients’ online applicant assessments- Wrote technical reports to document project methodology, outcomes, and recommendations- Maintained strong working relationships with clients to better understand their human capital needs and provide technical recommendations- Designed and facilitated customized training courses to address client needs - Co-instructed a two-day training course on job analysis, assessment practices, and legal guidelines- Developed proposals to respond to RFPs and address client needs

In addition to performing the duties of an Industrial/Organizational Associate, I acted as team/project lead and the primary point of contact for projects. I also provided guidance to Industrial/Organizational Associates and reviewed I/O Associates’ work to ensure accuracy and consistency.

Conducted job analyses/competency modeling using various methods (e.g., observations, surveys, interviews)Participated in the development, validation, and administration of over 25 assessment centers for multiple highly litigious public-sector clients across the United StatesDeveloped and validated job-knowledge exams and performed item analysesDesigned assessments (e.g., Structured Interviews, In Basket Exercises, Supervisory/Leadership Scenarios) to measure various competencies using innovative methods (e.g., video-based scenarios, live scenarios, computer simulated scenarios)Implemented content-oriented validation strategies to ensure tests represented the content domain of the jobFacilitated SME focus groups to develop and validate effective assessment content and behaviorally-anchored rating scalesDirected pilot tests to validate assessment clarity, job relevancy, face validity, fidelity, and reliabilityConducted assessor training to ensure inter-rater reliability, rater accuracy, and fairnessMediated assessor rating conflicts, addressed candidate complaints, and resolved other unexpected occurrences during assessment administrationConducted statistical analysis, including score standardization, descriptive statistics, fairness analysis, and reliability analysis using SPSS and Microsoft ExcelDelivered consistent and accurate written and oral feedback to candidatesDeveloped and facilitated candidate preparation training/workshopsWrote technical reports to document the development, validation, and results of assessment centersDeveloped training needs analyses and provided developmental recommendations to clients as neededImproved efficiency and accuracy by automating processes that reduced errors and time spent on tasks

Radford, Va, Us

- Created work schedules for fifteen undergraduate student employees at the Campus Game Room- Interviewed, hired, managed, and terminated student employees- Completed employee time cards - Developed and conducted new employee orientation and training

Roanoke, Va, Us

- Researched and previewed customer service simulation selection measures- Made a final recommendation for customer service simulation purchase- Performed job analyses to write new and update existing job descriptions for all positions- Developed a structured interview for the customer service representative position- Monitored customer service calls and documented critical incidents- Analyzed current orientation/onboarding program and recommended changes- Created two self-guided training modules for the customer service representative position

Wellsville, Ny, Us

- Conducted phone interviews, background checks, and reference checks for potential employees- Compiled and analyzed Light Industrial Skills Test results- Administered personality inventories to current and potential employees- Analyzed annual turnover rates

Alfred, Ny, Us

- Entered new job postings online (Monster.com)- Updated job databases (Access, Joblink, etc.)- Coordinated group interviews for an internal Career Development Center position- Updated students’ credential files- Designed fall Career Development Center events calendar

Earned Hbs Alumni Status, Pld And Plda Executive Education Programs

Master'S, Industrial/Organizational Psychology

Bachelor'S, Psychology