Daniel Mcginnis, Aptd Email & Phone Number

-Design and deliver live, virtual and web-based training on a wide range of topics including leadership, D.E.I., Interpersonal skills, technical skills, talent management and employee relations.- Collaborate with business stakeholders to provide customized team development interventions.-Administer, design content and deliver all new hire onboarding.-Analysis of annual employee engagement survey scores for Moda and subsidiary organizations.-Administer the employee handbook policy review process, involving compliance and other business stakeholders. Facilitate editorial updates and publication of new editions.-Consult with business leaders across the organization on team development and training needs.

- Strengthened technical and supervisory skills by designing and administering all training programs for a food manufacturing workforce of about 250.- Ensured compliance with SQF and BRC food safety/food quality programs by developing and administering learning and knowledge documentation programs.- Measured the progress and development of the workforce by recording and reporting on new hire training, cross training, safety training, and food safety programs, using the electronic HRIS.- Strengthened training effectiveness by designing and administering training metrics including pre- and post-training skill assessments, testing, and direct observation of standard work practices.- Supported recruitment, performance management, and employee retention and development by crafting integrated performance management tools, including performance matrices, job descriptions, performance evaluations, and aptitude assessments.

- Strengthened employee engagement and retention by partnering with executive leaders to interpret and devise strategies for improving employee engagement scores.- Improved cross training, technical and organizational skills by designing and implementing an employee mentorship program.- Strengthened adoption of new technologies, work flows and processes for hundreds of employees by providing change management support for multi-million-dollar technology implementations.- Measured workforce engagement by designing and administering an annual employee engagement survey for a population of 1,100 employees.- Strengthened organizational leadership and succession planning by designing and facilitating a six-month leadership development program for cohorts of 25 participants.- Strengthened organizational culture by establishing and leading a cross-functional team that convened groups of 80 employees quarterly, in a World Café format, to collect input on strategies for improving values alignment, mission integration, and inclusivity.- Supported effective onboarding by administering and facilitating new hire orientation for groups of 30 to 50 employees bi-monthly.- Improved supervisory communication skills by delivering Crucial Conversations trainings for up to 30 individuals quarterly.

Vancouver, Washington

- Supported the adoption of a new E.H.R. for over 5,000 physicians, medical directors, and hospital administrators by developing and implementing integrated change management strategies in collaboration with project sponsors and key stakeholders across a three-state care delivery system.- Strengthened stakeholder knowledge and awareness by developing and implementing communication tools, including project road maps, timelines, impact assessments, newsletters, road shows, and project status reports.- Supported end user participation goals by planning and facilitating dozens of stakeholder engagements, including user validation sessions, requirements planning, build testing, and the coordination of training events.- Strengthened knowledge of modern change and adoption practices within the 25-member project team through regular presentations on Prosci, the Kotter 8 Steps process and the Bridges Transition Model.

Portland, Oregon Area

- Strengthened business strategy, organizational communication, employee relations, organizational culture and talent development programs, by providing pro-bono consulting services to the leaders of area nonprofits and small businesses.- Networked with a broad range of professionals through blogging, e-newsletters, articles, and volunteer board service.

Portland, Oregon Area

- Accountable for growing the reach and sustainability of a multi-store retail organization through organizational development strategies that focused on surfacing and harnessing the talents and commitment of the workforce.- Grew sales over 40 percent by engineering a culture of transparency, participation, ownership, and alignment with strategic organizational goals.- Improved net profitability by 3 percent by leading weekly management analysis of KPI’s including sales, inventory mix, conversion ratios, purchasing and labor budgets, and GMROI.- Strengthened the adoption of new technologies, policies and procedures through integrated learning and project management tools including gap analysis, requirements planning, communication strategies, and stakeholder assessments. - Strengthened organizational communication and inclusion by preparing and delivering semi-annual reports on financial performance, market position, business strategy and business development projects.- Strengthened talent development and succession planning by designing and implementing a nine-month leadership training program to strengthen skills for managing performance, business operations, team development, and customer relations.

Portland Oregon

- Strengthened the performance and compliance of HR practices through the strategic design and administration of recruitment, hiring, onboarding, training, compensation, and leave and benefits programs. - Improved retention rates by 20 percent over four years by implementing an annual employee survey and facilitating cost effective strategies for strengthening job satisfaction.- Improved job skills and close rates through targeted assessments and the implementation of staff training programs focused on customer relations, sales techniques and product knowledge.- Strengthened career planning by designing and administering all talent management practices and documents including performance coaching, job descriptions, performance evaluations, the employee handbook, and the retail procedures manual.- Managed and supported an operational staff of 20 that included marketing, finance, purchasing, distribution, and merchandising.- Functioned as a member of the senior leadership team, providing consultation and reporting on payroll budgets, labor forecasting, succession planning, FMLA, worker’s compensation, benefits enrollment, employee relations, disciplinary action and termination.

Master'S Degree, Organizational Leadership

Certificate In Organizational Development

Activities and Societies: Oregon Organizational Development Network

Bs, Business And Leadership

Activities and Societies: Sigma Beta Delta