Heather Chance Email & Phone Number

Seattle, Wa, Us

• Serve as a trusted advisor and coach to the HR BP, Total Rewards & HR Service Delivery, and Employee Experience & Innovation Center leadership teams to enhance their effectiveness as talent developers while consulting on strategies to build high performing teams. • Collaborate with COE’s, cross- functional teams and HRBP peers to elevate culture, improve org health and drive partner engagement. Key initiatives include: talent management assessments, compensation bonus approach, HR capability, I&D initiatives. • Implementation of HR programs and projects, including talent and succession planning discussions, org design, team effectiveness work streams, compensation projects, sub-family reviews, and flexible work practices. • Influence –Work closely with business leaders and other key stakeholders to assess and understand the talent and organizational needs, providing input and executing an org and talent strategy.• Make data driven decisions – Support and coach leaders to use organizational data, employee experience surveys, and other quantitative and qualitative sources to develop strategies and initiatives that drive employee engagement, retention and improve org effectiveness.• Talent first approach- Work closely with key stakeholders to ensure the talent management philosophy, strategy, initiatives, and programs are clearly defined, understood, and adopted within the organization to drive consistency, continual performance improvement, and a sustainable business competitive advantage.

Seattle, Wa, Us

• Led the formation of a new COE team, responsible for core employee and cultural learning experiences occurring throughout the employee lifecycle. • Led the design and implementation of an enhanced New Employee Experience and New Leader Experience for corporate function employees.• Revamped the US Retail Company Operated district manager training program (3 C’s) to enhance the focus on culture, coffee, and connection.• Collaborated cross-functionally to determine pain-points in current core and cultural programs and re-designed the Vice President Immersion Experience and Director Immersion Experience.• Partnered with Talent Management COE to enhance talent management practices to address capability gaps within support center partners (launch of role and behavior expectations and performance philosophy).

Seattle, Wa, Us

• Responsible for establishing the strategy and implementing leadership development initiatives and new employee onboarding programs for the global supply chain organization including employees across North America, China, and EMEA. The programs addressed the organization’s skill gaps, enhanced employee capabilities, and promoted employee growth and career development.• Designed, created, and launched the organization’s first leadership capability cohort program partnering cross-functionally to curate content, speakers, and activities for the global supply chain leaders (people leaders and directors)• Re-designed the global supply chain immersion experience focusing on functional and cultural components and inclusive of our international employees around the globe.• In partnership with the EVP and leadership team, designed, created, and launched the first Global Supply Chain Director Summit focusing on leadership, culture, and industry trends.

Austin, Tx, Us

• Led a hybrid team of regional trainers and instructional designers based across Oregon, Washington, and British Columbia, Canada responsible for all learning & development initiatives for the Pacific Northwest Region.• Led the strategy and implementation of career and leadership development, customer service, and business acumen training programs for the stores and offices across the Pacific Northwest Region.• Designed and launched a robust new store opening training approach across the Pacific Northwest region. • Implemented Insights Discovery behavioral assessment across the leadership team of store managers to regional vps, building leadership capability and enhancing team effectiveness.

Austin, Tx, Us

• Responsible for programmatic management of the core retail and regional training programs• Led the re-organization of the regional L&D learning team to create a centralized training team responsible for core learning and development programs used across the Pacific Northwest Region.

Austin, Tx, Us

• Responsible for HR partnership to retail field- based managers on execution of all HR initiatives. • Led a job family review project resulting in consistency of job expectations, career pathing for Human Resource roles. • Led a team to develop a new hourly onboarding training program that launched across Pacific Northwest store locations.• Implemented a new approach to talent planning for leadership positions across the Pacific Northwest locations

Buffalo, Ny, Us

• Established an HR function for the Grand Canyon operation for ~400 retail-based employees.• Created and implemented a workforce planning approach using data to support talent planning and forecasted hiring needs. • Established the first ever recruiting strategy for the operations focusing on key job expectations, rhythm of the business, capabilities needed, and consistent in process to reduce risk.

Buffalo, Ny, Us

• Designed and implemented a new hire onboarding process • HR point of contact for labor unions regarding job bids, promotions/transfers, and grievances. • Actively participated on the company’s labor relations team for a new collective bargaining agreement.

Us

Bachelor Of Science (B.S.), Industrial And Organizational Psychology; Business Management

Culture Deviance