Diana Lee Email & Phone Number

Vetted HR strategic growth plan for mission-driven K-12 language and literacy non-profit in Delhi and developed customized leadership competency model for their top leaders

New York, Ny, Us

Recruited by CEO to lead HR function in a business turnaround environment. Built HR function from the ground up, tripled staff, and created first compensation, organizational development, staffing, and DEI functions. Report to CEO and regularly engage with Board. Client Group: 325; Staff: 10► HR Redesign – Redesigned HR mission and infrastructure during period of dramatic company transformation. ► Workforce Planning – Created talent acquisition pipeline and processes to support rapid 30% global workforce expansion. ► Leadership Development – Introduced leadership competency model for VPs and above embedded in 360 feedback, performance appraisal, and management training curriculum. ► Total Rewards – Benchmarked every role in organization and established 10-level structure. Developed incentive bonus program and expanded medical benefit options from single to multiple providers.► Crisis Management – Played key role in Covid-19 response and subsequent reopening strategy. Seamlessly pivoted to virtual workplace, introduced initiatives to optimize virtual communications strategies.► Succession Planning – Following CEO’s retirement in 2020, partnered with Board Chair, CEO, and General Counsel to elevate COO to CEO.

Hired to create HR processes across talent acquisition, employee relations, compensation, and performance management to help quickly scale company. Reported to CEO. Client Group: 800 employees/16 locations; Staff: 6-10► HR Infrastructure Build – Launched HR function to support business start-up in the U.S. Implemented HR foundational practices and sourced team of talent acquisition, compensation, and benefits professionals. ► High-Volume Recruiting – Hired ~700 journalists, broadcast operations, and corporate staff professionals to support the 24/7 news operation.

Chiyoda-Ku, Tokyo, Jp

Recruited to lead HR function in the U.S., Canada, and Latin America and integrate global HR best practices into this traditional Japanese-owned business. Reported to CEO. Client Group: 2,500; Staff: 10► Compensation Management – Introduced first-of-its-kind, competitive bonus program; in just 60 days, designed program, trained staff on goal setting, and rolled-out to 250 employees in North America. ► Leadership Development – Launched a leadership development program designed to raise awareness of U.S. management and leadership practices and improve cross-cultural communications. ► Succession Planning – Created inaugural competency model tied to company’s 3-year strategic plan. Program became company best-practice and was slated to be rolled out globally in 2013.► Benefits Management – Shaved more than a quarter of a million dollars off company’s benefits costs while still remaining extremely competitive by benchmarking country and industry compensation practices.► Global HR Practice Launch – Built company’s Latin American HR infrastructure from scratch for offices in Brazil, Mexico, Argentina, and Peru.► Workspace Planning – Oversaw design and construction of a new $5M 46,000 square foot office space. Eliminated initial cost overruns (30% over budget) and completed project 10% under budget and on-time.

Chicago, Il, Us

As consultant created HR infrastructure in support of 400% projected growth over 4 years. Reported to CEO and PE firm.► Talent Acquisition – Hired corporate staff, including C-level and VP HR replacement, and selected the private employer organization to handle all HR administration. ► HR Infrastructure Design – Developed OD, policies, procedures, and outsourcing/insourcing protocols.

New York, Ny, Us

Recruited to implement inaugural HR systems and policies and manage enterprise-wide change initiatives to position company more strategically as the business matured. Hired/developed majority of HR VP/SVP staff Client Group: 10,000 Staff: 60► M&A Integrations – Led HR due diligence for 12 digital acquisitions over a 2-year period. Integrated workforces, selected management teams, and developed new generation of employee programs. ► Divestiture Change Management – Following Viacom split into 2 entities, eliminated tens of millions of dollars in annual costs from MTVN’s operating budget by restructuring corporate, channel, and sales functions.► Compensation Best Practices – Established executive compensation practice to design and administer a rigorous and objective sales compensation pool. Built a job evaluation matrix to improve consistency and equity in promotions and pay raises. Negotiated and executed top 200 executive employment contracts. Administered division’s annual bonus pool. ► Large-Scale Recruiting Efforts – Oversaw centralized staffing group charged with hiring close to 2,000 staff employees and interns annually and personally recruited SVP and EVP hires.► Talent Management – Rolled out a career development, talent management, and succession planning process to source and develop talent pipeline and proactively slate high potentials for key leadership positions. ► Employee Relations & Diversity – Tapped by CEO of MTV Networks to spearhead company-wide DEI program.

New York, Ny, Us

Held HR generalist roles in corporate and card marketing groups and specialist role in global talent management. Client Group: as Generalist: 500; as Specialist: 60,000; Staff: 5► Performance Management – Re-engineered competency-based global performance management system for 60,000+ employees and designed process to reinforce company values and managerial competence. Program was regarded as leading-edge and adopted company-wide.► Organizational Development – Rolled-out Chairman’s leadership initiative and implemented goal setting program, 360 assessment tools, and situational leadership training to corporate division.

New York, Ny, Us

► High Volume & On-Campus Recruiting – Oversaw 12 recruiters tasked with hiring 1,500+ employees annually. Led CFO’s recruiting initiative at top MBA and accounting programs; achieved high acceptance rate and realized strong retention of recruits with many going on to become senior executives at the bank.► Reduction in Force – Managed a large-scale back office RIF; prepared adverse impact analysis and pre-communications documents and counseled transitioning and remaining employees.