Judy Gallagher Email and Phone Number

• Drove the design and implementation of a corporate-wide change management approach within nine months, including a playbook of over 30 templated tools.• Owned strategy and execution of Organization Change Management over the course of five go-lives in support of a multi-year SAP S/4HANA implementation, including deep stakeholder and change impact analysis, comprehensive end user adoption plan utilizing Enable Now, multiple communication channels, and a 300-member strong change champion network to drive user engagement.• Oversaw launch and evolution of an employee feedback channel designed to increase transparency and drive engagement, improved submission response rate from 70 to 95 % and decreased time from submission to response posting resulting in a reduction from 3 weeks to 4 days during the first year.• Led a team to actively collaborate with senior leaders advancing key initiatives such as large- scale acquisitions and integrations, technology investments, and real estate / footprint changes.• Apply Agile methodologies to drive change readiness within large scale & enterprise-wide programs or initiatives with a clear focus on employee engagement.• Avoid business disruption and poor employee experience by conducting thorough impact analysis targeted at identifying scope and scale of change being caused by a program or initiative.• Own the design, development, and delivery of program and initiative communications, identify key stakeholders, establish channels and timing.

• Led the transformation of internal communication delivery model creating channels to drive engagement and message consistency both across business units and all levels in the org., including a “Manager Network” which targeted communication and tools uniquely designed to equip this audience to be change leaders.• Moved organization from a vendor lead, company-wide, complex engagement survey methodology to an internally managed, targeted, agile pulse survey approach, decreasing window from initiation to action planning from six months to less than two months.• Led strategic HR talent management projects and programs by assessing the impacts from changes to strategy.• Led a team of direct reports with responsibility for the processes and policies of 7,000 employees.• Focused on leadership development by supporting implementation of best practices that diagnose, propose, design, and deliver organizational development solutions.• Served as a proponent of continuous improvement within HR and leadership.• Identified program risks and issues while ensuring employee programs aligns with strategic initiatives.

• Managed a team of direct reports with responsibility to support 9,000 employees in collaboration with HR Business Partners across the enterprise.• Analyzed changes in the market and facilitated implementation of technology solutions to standardize and streamline the on-boarding process for employees across multiple states.• Led strategic programs by assessing the impacts from changes to strategy, operating model, structure, core processes, roles, teams, and behaviors.• Partnered with HR leadership to drive execution of organizational shifts while supporting stakeholders.• Established strong client relationships and influenced stakeholders without authority.• Identified and implemented measures to reduce costs while maintaining quality through change.• Provided thought leadership for designing, developing, and establishing approaches, tools, and methods used within the enterprise.