Elizabeth Kenney Email and Phone Number

Directed multiple large and complex design and development projects from initiation to closure by following defined instructional design standards and using aligned design and development tools to design, develop, and measure enterprise learning strategies.

Training Lead Human Capital Management digital transformation from multiple platforms to SAP SuccessFactors for ship and shore. Providing enterprise wide learning solutions for approximately 82k employees. While this contract was originally planned for a 2&1/2 year duration, it was sadly cut short by the coronavirus.

“Elizabeth has demonstrated great learning agility as she has been pulled into multiple urgent and critical priorities to support the engagement strategy, talent management and performance management. With minimal direction she has taken initiative to learn our systems and processes and bring forward new ideas that we could immediately implement in the engagement strategy and well as continuous improvement ideas for future cycles of performance and talent management processes…She maintains focus on providing positive associate experiences... She appreciates the differences in our associate populations (field vs corporate, type of role, etc.) and keeps those populations in mind when thinking through her actions and recommendations.”— Excerpt from reviewManages the operations of the competency-based Performance Management and Talent Management processes and timelines as an integrated approach across all levels of a high growth organization. Drives business requirements related to Performance and Talent Management processes and aligns HRIS solutions to support the overall processes. Administers Talent and Performance related modules within HRIS, maintaining accurate data, analyzing and reporting metrics, and providing technical support. Provides consulting and facilitation services to address organizational development needs, including change management, team interventions, and organization assessment and redesign.★ Workday Performance & Succession Lead ★ ➝ Responsible for identifying data to be converted, cleansing data, validating the data conversion, testing the business processes and system configurations, and developing user-specific training and documentation. Responsible for providing functional knowledge and expertise on requirements such as business processes, data mapping, organizations, and system configurations.

❝…advocates for our target audiences and helps find the most effective methods to improve trainee skills and change behaviors…positive influence on senior leaders has continued to grow, as have contributions to our quality program…[leaders] rely on her for ideas, feedback, and expertise in all matters related to developing quality skills and cultural change.❞ — Excerpt from reviewShape the instructional design landscape impacting all 34K+ employees enterprise-wide, define instructional design standards, lead the process of uncovering course development opportunities, and engage heavily in culture and engagement work. Partner with business unit leaders and SMEs to define course objectives, content, requirements, and best-fit delivery mechanisms, parsing complex concepts into digestible content. Map and manage projects from ideation through post-delivery analysis, monitoring milestones, cultivating stakeholder collaboration, and building cross-team consensus.★ Engagement & Culture Survey ★ ➝ Designed company-wide Engagement and Culture Survey training for 4,500+ managers and human resources professionals, engaging with Gallup to infuse the program with targeted analytics products offering insight into individuals, teams, and the organization.★ Program Enhancement ★➝ Scaled the Resilience Program, developing a virtual classroom infrastructure and style guide to steer the design and delivery of this professional development vehicle key to supporting employee wellness, reinforcing values, and developing strengths.★ Support Site Curation ★➝ Developed and continue to maintain performance support sites for several enterprise-wide systems. Maintain the corporate catalog of courses within the Learning Management System (LMS).

★ Played a key role in the development of enterprise-wide training programs through leadership of instructional design strategies and initiatives for this, the largest privately held mortgage field services company in the United States. ★ Assessed and anticipated the learning and development needs of the organization during a period of rapid growth, developing blended learning strategies using the ADDIE model, defining desired performance outcomes of training programs, and creating a wide array of courses, job aids, simulations, glossaries, assessments, games, and presentations. Leveraged SAP Workforce Performance Builder to launch learning tools accessible on-demand at all enterprise locations.★ Instructional Design ★➝ Championed the development and launch of a training program in support of mission-critical software deployment, shaping instructional design approaches to engage and support 2,000 distributed associates and managers throughout the change process.★ Organizational Development ★➝ Partnered and consulted with CXO and HR leaders to pinpoint existing and emerging organizational needs, develop new policies and systems, and craft compelling company-wide communications to promote new programs and offerings.★ Train the Trainer ★➝ Designed and facilitated Train the Trainer sessions covering such topics as adult learning methodologies, soft skills development, and ID strategies and approaches.★ Change Management ★➝ Measured adoption of programs, observing and collecting data during user acceptance testing, uncovering the needs of diverse learners, and refining programs accordingly.

★ Focused dually on training SMEs on the delivery of targeted instruction to corporate clients, while also developing and deploying comprehensive training programs for major accounts such as GE, Cleveland Clinic, Olympic Steel, and DDR. ★ Assessed clients’ training needs, defining best-fit approaches, teaching methodologies, and content and curriculum development strategies to drive knowledge acquisition in targeted areas. Oversaw training operations and programming within the Training Department, planned and managed public and private schedules, and led a team of instructors. Performed post-curricular assessments to measure the impact of training and ensure optimal quality and client satisfaction.★ Global Stakeholder Engagement ★➝ Presented “Best Practices in Designing and Implementing Virtual Classrooms”—as a designated SME—during the annual global team meeting at Philips Healthcare.★ Training Delivery ★➝ Developed mission-critical training for a variety of clients, functional organizations, and internal partners, delivering training in-house and onsite at client locations.

★ Secured a solid stream of independent consulting engagements—focused on training program design and development—with notable clients including Ernst & Young, Enterprise Consulting Group, AIG, Planned Parenthood, and Intralot. ★ Developed, delivered, and facilitated global training programs for Fortune 500 clients, crafting compelling messaging to generate support, creating custom offerings to meet population needs, and overseeing the scheduling and delivery of classroom-based, blended, and virtual training workshops and seminars. Teamed with diverse workforces to bridge cultural gaps, created training programs that met the needs of diverse learners, and provided domestic and offshore teams with awareness of cultural differences, corporate objectives, and the tools and resources critical in achieving shared goals.★ End-User Adoption ★➝ Charged with enhancing usability of the Ernst & Young Accounting Manual, working collaboratively with a cross-functional team to review, edit, and develop new content; create an online knowledge base; and deploy a product yielding strong adoption.★ Cross-Cultural Training ★➝ Developed customized training and leadership programs for a multicultural, multigenerational, and global workforce. Designed and facilitated cultural sensitivity workshops for Fortune 500 clients, engaging diverse individuals to identify shared goals.★ Transitional Leadership ★➝ Positioned the Intralot organization with the training, knowledge, and resources critical to the on-time takeover of the Ohio Lottery business, ensuring agents understood business functions, financial reporting capabilities, and state rules and regulations.★ Research & Analysis ★➝ Engaged in heavy research to identify program funding sources, developed mechanisms to record and identify trends, and constructed a strategic plan to replicate successful youth education programs aligned with the organizational mission and vision.

★ Engaged traditional and non-traditional students through first-, second-, and third-year communications courses. Identified differing learning styles and responded with appropriate teaching methodologies to maximize knowledge acquisition and course outcomes. Developed lessons, assessments, projects, and experiential learning resources for Group Process & Leadership, Gender & Communication, Public & Professional Speaking, and Principles of Communication courses. ★