Liz Connelly, Shrm-Scp, Cptd Email and Phone Number

• Led Talent Development team through project planning, coaching, and leveraging strengths to deliver high-quality leadership development, performance consultation, and engagement initiatives.• Partnered with human resources to assess leadership development needs and implement a Leadership Essentials program, enhancing leader’s performance management knowledge and skill.• Coached Directors to identify opportunities to leverage their strengths, manage areas of lesser talent, and identify solutions to business challenges, elevating their performance and leadership capability.• Consulted executive leadership throughout succession planning process including identifying critical roles, conducting talent reviews, and constructing individualized development plans.• Facilitated the onboarding and orientation of a new CEO by briefing them on talent development initiatives and partnering with them as a champion of internal leadership development programs.

• Spearheaded the strategic planning, meticulous development, and successful launch of the organization’s first succession planning program. Developed a data-driven methodology to assess role criticality, partnering closely with C-level leadership to prioritize highly critical roles for the pilot.• Collaborated with executive leaders to design and deliver impactful learning modules, leveraging subject matter expertise and institutional business knowledge to develop strategic thinking among Directors.• Conducted a comprehensive gap analysis between WWP’s leadership development programs and required leadership competencies leading to the proposal, development, and successful implementation of the LEAD Business Acumen Series in partnership with executive leaders.• Analyzed human capital trends and synthesized insights into a data-driven business case presented to C-level leadership aimed at increasing engagement, promoting career mobility, and reducing turnover, with a focus on achieving high ROI.• Pioneered a Level 3 evaluation of resilience. Results indicated a 20% increase in resilient behavior post-training, effectively demonstrating the program’s impact.

• Developed an eLearning program and a performance management tool to increase validity and consistency of WWP’s competency-based performance management system for all staff.• Facilitated Career Coaching workshops to prepare leaders with tools and frameworks to support talent development and career readiness within their teams.• Led organization-wide LMS implementation and communicated the launch on an All Hands Call, promoting a learning culture.

• Indirectly managed 500 employees in partnership with leaders across the organization to drive performance management, development, and engagement initiatives.• Served as interim HR manager, improved communication, and instilled a service-oriented HR culture.• Coached leaders to cultivate talent, manage employee relations, oversee performance management, and improve talent retention within their teams.• Developed and evaluated blended learning programs for operations and leadership organization-wide.• Managed the organization’s succession planning program for all leadership positions within the organization by partnering with leaders to identify succession candidates, create development plans, and track development progress and next-level readiness.• Developed a talent management plan that increased selection and wage validity and reduced turnover.

• Organized, planned, facilitated, and evaluated OJT, HR, orientation, leadership, computer program, and hospitality training. • Assessed departmental needs to create and teach training programs aligned with company’s values and culture.• Identified knowledge and skill gaps to create custom training programs and micro-learning tools for continuous development.• Built relationships across departments to improve project plans and obtain buy-in for change initiatives. • Evaluated training programs and instructors to provide recommendations for increased training effectiveness.• Researched vendors for specialized instruction; developed a new partnership saving the company 90% of cost compared to previous partnership without sacrificing quality. • Supported strategic roadmap by developing a 90-day plan utilizing S.M.A.R.T. goals and tactics.• System administrator involved in the build and implementation of Cornerstone electronic learning management system.

• Prepared and taught classroom lectures to groups of 30+ students.• Utilized online learning platforms to organize and share learning modules, presentations, exercises, and verbal feedback for remote students. • Provided prompt and clear information to students who had questions or needed assistance associated with coursework.• Mentored students by serving as a resource to answer questions and provide guidance for academic and professional inquiries. • Modeled and enforced university policies to promote academic integrity and maintain confidentiality.

• Identified and solved issues related to training, personnel selection, engagement, and legal compliance for hospitality, retail, sales, industrial, environmental, local, and international businesses. • Completed needs analyses and job analyses; reported results and recommendations to stakeholders.• Composed, administered, and analyzed surveys; reported data and recommendations to stakeholders. • Balanced up to 3 consulting projects simultaneously; prioritized workload and met deadlines. • Developed and edited reports that summarized project plans, research, results, and recommendations to deliver to clients.• Communicated timelines and project plans with clients and colleagues to achieve desired outcomes. • Organized tasks with team members to capitalize on individual’s specialized skills and meet deadlines.

• Built teams of project staff through recruiting, interviewing, and negotiating compensation with consultants.• Built relationships with candidates to match their expertise to available opportunities. • Coordinated 400+ consultants across 3 of the largest public hospitals in New York during a $7 million system implementation launch.• Collaborated with client executives to diagnose and reconcile issues in a way that capitalized on individuals’ strengths and departmental needs.• Monitored departmental progress and budget to ensure proper and sufficient staffing in line with client needs.