Dawn Davis, Phd, Phr, Rcc Email & Phone Number

Cleveland, OH, US

Teaneck, New Jersey, US

Design and implement change management strategy for successful deployment of Workday. Drive and make decisions regarding tactical direction of change efforts focusing on people and process.Cynergy Deliverable Owner – AssessmentsDeveloped organizational readiness assessments to measure organizational behavior and adoption of digital.

Dublin 2, IE

Government/Public Service Change Management ConsultantDesigning, facilitating, and reporting of all change measurement/analytics activities.Help develop and execute change initiatives to enable a successful transition to the target state. Develop metrics to measure transition and determine appropriate actions. FTE 100%Digital Technology CompanyCHANGE.

Exercising civic leadership to improve the lives of residents in the Village of Highland Hills, Ohio

• Consulted with fortune 500 companies within Retail, Non-Profit, Healthcare. Implemented workforce development solutions resulting in measurable improvement in employee and organizational performance. Expertise includes.
• Designed customized training initiatives including improved onboarding that increased employee engagement and increased revenue by 56% over prior program performance.
• Established a human resource function for a local growing business with customized recruiting tools, sourcing assistance, interview skills workshop, and onboarding materials and processes.
• Developed and facilitated customized leadership development series for local non-profit with focus on companies in initial accelerated growth phase.

Cincinnati, Ohio, US

• Led and deployed learning and cultural strategies aligning to operational initiatives that proactively drove operational performance. Strategically partnered with executives and line mangers in identifying staff.
• Successfully executed a system-wide change management initiative impacting over 57,000 employees, resulting in 90.81% error-free utilization at program launch.
• Deployed regional initiative emphasizing a strength-based philosophy to improve employee engagement, leadership execution, and build high-performing teams.
• Utilized cognitive diversity as a strategic foundation in redefining a system-wide Diversity & Inclusion strategy, leading strategy deployment at system and regional level, and serving as a community liaison.Leadership.
• Implemented a succession-based leadership executive development program with focus on executive education and experiential learning, resulting in 3 executive promotions within 6 months of deployment.
• Facilitate strategic executive coaching for high potential employees.

Cleveland, OH, US

• Drove, developed and enhanced Performance Management Programs to create opportunities and help improve employee performance and leadership effectiveness. Integrated performance management into leadership development..
• Created leadership imperatives and cascading competencies which served as the foundational framework for the “Best in Class” organizational strategy. As a result, paved the way for evidence-based measurement of.
• Transformed performance management process to produce quantifiable metrics allowing talent differentiation and measurement of employee, department, and organizational category achievement through comparative analysis.
• Improved overall organizational compliance of annual performance reviews per The Joint Commission requirements from 35.6% to 93.3% within the first six months including getting 4% of employees their first reviews in.
• Implemented a succession-based leadership onboarding program with focus on externally hired and internally promoted leaders; resulting in 98% knowledge retention and behavioral application and 80% improvement in.
• Applied measures to evaluate leadership development procedures and programs.

Cleveland, Ohio, US

• Human capital consulting to deliver high impact solutions for Private Bank, Commercial Banking, and Business Banking segments within Ohio and Michigan. Dynamic Intervention:
• Leveraged “Disney’s Imagineering Model” among critical leadership to improve work dynamics and relationships.
• Team cooperation allowed for a going forward plan with potential to resolve organizational roadblocks, create more functional operations and increase bank revenue.
• Created leadership onboarding program with pre-scheduled training and introductions to improve effective engagement. Engagement & Leadership Development:
• Coached disengaged employees / leadership through market specific engagement plans to deliver measureable results.
• Collaborated with banking leadership, developing a structured career path and development program including cross line of business exposure and development opportunities.

Hudson, OH, US

• Managed recruiting, training and succession planning for 118 stores within Ohio, Pennsylvania, New York, Maryland, Virginia, West Virginia, Kentucky, Indiana, Tennessee, and Washington D.C. Partnered with corporate.
• Developed 56% existing internal team members through newly created succession planning model.
• Solidified talent pipeline by partnering with Regional Vice President orchestrating leadership development plans.
• Improved minority constituency by 78% in Washington DC, Virginia, and Maryland markets by soliciting and cultivating a powerful network of sourcing professionals dedicated to various ethnic communities.

Hudson, OH, US

• Managed all field related training initiatives for over 800 stores. This includes management of the Manager-In-Training Learning System (MIT); design, implementation, and facilitation of instructor-led training (ILT).
• Analyzed, recommended and facilitated knowledge retention strategies for delivery of business critical training. Led successful system integration of Success Factors Learning Management System (LMS) two weeks ahead of.
• Partnered with HR Executives, developing the 5 year strategic plan aligning MIT with company vision, mission, and goals.
• Utilized ADDIE model to create business critical courses, resulting in increased operational efficiency throughout 800+ stores.

Hudson, OH, US

• Managed all field related development initiatives. This includes; creation of job/gap assessments, creation of customized leadership training for store leadership, leading various initiatives to facilitate.
• Spearheaded organization behavior change in how field leadership training is delivered within the company; moving from paper-based checklist to a blended learning approach consisting of online courses, hand-on.
• Designed and implemented the Jo-Ann Team Leader Skills Assessment; an electronic evaluation tool that equates skill gaps in current position to relevant training within the MIT Learning System. The tool served as.
• Partnered with HR Executives to implement a workforce reduction and transition procedure; resulting in consolidation and restructure of the entire organizational hierarchy for our retail stores.
• Determined equitable performance metrics used for evaluation each fiscal year; thus aligning quantifiable financial performance to distinguished leadership competencies.
• Executed 360 feedback to coach leadership on development plans for executive leaders.

Minneapolis, MN, US

• Implemented store leadership succession planning, resulting in the promotion of 6 employees from a team leader level to an executive level.
• Served as local diversity advocate, partnering with local stores on employee relation issues effecting Title VII protected groups.
• Reduced turnover from 45% to 15% within 2 months by improving the orientation and training regimen.

New York, NY, US

St Louis, Missouri, US

Northbrook, IL, US

Cleveland, OH, US

Cleveland, OH, US

Doctor Of Philosophy (Ph.D.), Industrial And Organizational Psychology

Master Degree, Human Resource Management

Bachelor Of Adminstration, Marketing

Northwestern University 101: Leading With Analytics