Heather Schwager Email and Phone Number
Heather Schwager's Location
Washington, District of Columbia, United States, United States
Heather Schwager's Contact Details
Heather Schwager work email
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About Heather Schwager
TOP ACCOMPLISHMENTS:- Built People Experience teams for 3 (and now on my 4th) early-stage hyper growth company. My passion is building People functions and implementing all talent strategies within 'start ups.'- Launched my own company - Revive Recruiting - and won clients across multiple sectors (corporate, nonprofit, law firms, K-12) in a matter of months.EARLIER IN MY CAREER:- Promoted 3 times in 4 years at IBM. Was one of 300 employees out of 380,000 selected for the company's 'Next Gen' program - designed to create IBM's next executive leadership team- Successfully took over OWG's executive search practice from the firm's founder. Improved the quality of OWG's searches while embedding bias disruption experiences into the process which resulted in 81% of leaders placed being leaders of color- Launched a local non profit onto the national stage- Created a brand new HR effectiveness division focused on employees who had been left behind at DC Public Schools. Hired a team from scratch and within 60 days, designed a new job classification, compensation, career ladder, and recruitment approach for all 600 staffABOUT ME: I have spent close to 25 years helping organizations understand how treating people well makes them more effective and allows them to fulfill their mission more deeply and successfully. My early career started by directly supporting a U.S. Senator on labor issues, then lobbying on labor and employment issues on behalf of the SVP's of HR for 250 Fortune 500 companies, and finally, serving as a Senior HR generalist designing and implementing people-centered solutions for tens of thousands of executives, managers, and employees two Fortune 500 companies, including IBM.From there, I spent 10 years focused on talent strategy and practices within our nation's public education and social impact sectors. I launched my own company (Revive Recruiting) and built out the People Experience function for three hyper-growth companies (WhyHotel/Placemakr, then Urgently, and then Inspiration Mobility - I am now doing the same for lulafit). My experiences have given me a 360 degree view of how the best workplaces operate having contributed to all sectors of our economy: Federal Government, Private Sector, Non-Profit, Local Government, and a National Foundation
Heather Schwager's Current Company Details
Heather Schwager Work Experience Details
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Senior Vice President, People TeamLulafit Sep 2024 - PresentChicago, Il, UsAs the first of SVP of our People Culture team, I'm actively working to design and build out our talent management strategy. First up, are building out our recruiting, onboarding, and learning and development approaches that will benefit our many valuable team members who are geographically spread across the cities we serve.
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Svp Of PeopleInspiration Mobility Jan 2023 - Sep 2024Washington, Dc, UsAs the founding member of our People Team, I built a team to support all aspects of our talent management life cycle including: recruiting, hiring, onboarding, performance management, benefits, promotion criteria, and offboarding. Key accomplishments included:- Securing our win as one of the "Best Companies to Work For" in the large company category of the Washington Business Journal.- Building out our Glassdoor page by with stellar employee reviews and photos to bring our culture to life. When I left, our overall rating was 5:5 stars and 100% of employees approved of our CEO's leadership,- Implemented a research based, unbiased approach to hiring and taught our hiring managers how to use it and made sure my Director of Talent Acquisition became steeped in which allowed us to hire stronger, better, faster and seed our team with more A players. When I left, we were hitting our goal of hiring 80% of our leaders in under 65 days.- Supported our managers in coaching up their underperformers or managing them out.- Build highly detailed and robust onboarding offboarding programs. We had a KPI to ensure that our news hires rated our onboarding program 4.5 out of 5 stars for "setting me up for success and allowing me to hit the ground running" and consistently scored a 4.85. Almost every new hire we brought on told us our onboarding was better or the best (even when compared to big, established companies).- Internal communications. Revamped our monthly All Hands meeting format and content and MC'd these meetings. Implemented multiple high-touch communications to faciliate knowledge sharing across the org - this included launching a weekly People Team newsletter and revamping all of our Teams instant messaging channels.- Provided coaching and leadership development support to our C-Suite leaders and mgmt team.- Launched new perf review process + new 1:1 template for managers and employees to use in their 1:1s. -
Chief People Experience OfficerUrgently Jun 2020 - Jan 2023Vienna, Va, UsAs the founding member of our People Experience (Px) team, I built a team and together we delivered stellar people experiences to our ~300 employees and was responsible for 1,000 contractors. Top accomplishments included:- HIRING. Embedded research based hiring practices into our screening process. Hired 150 FTEs and hundreds of contractors. Built our employer brand from scratch.- ONBOARDING - Developed an onboarding process from the ground up to support our new hires in making their new experience joining us fun and seamless. Onboard new hire cohorts every Monday and solicit their feedback via a survey to ensure we are constantly improving.- PERFORMANCE MANAGEMENT - Implemented a new performance review process company-wide complete with competencies for all hourly team members. Moved us to a pay for performance culture. - CORE VALUES - Solicited feedback from key stakeholders (Sr Executives, employee focus group) on what our first set of core values should be and are embedding them into everything we do. - COMPLIANCE - Developed a new employee handbook and approximately 10 new HR policies to make our team members lives clearer and easier.- BENEFITS Changed/enhanced all of our benefit plans to provide our team members with options, some cheaper plans, and better coverage - EMPLOYEE COMMUNICATION - Created multiple, distinct chat rooms across the org to clarify and streamline communication. Develop content for and run our monthly Town Hall calls.- EMPLOYEE WELLNESS INITIATIVES - To support our team members to staying mentally healthy during the pandemic we created and implemented two, new wellness initiatives with prizes.- TRAINING - Develop timely and relevant content that our Px team uses to train our people managers to help them better support their teams. -
Vice President, People ExperiencePlacemakr Apr 2019 - Jun 2020Washington, District Of Columbia, UsAs the founding member of our People team, I was hired by this venture backed, fast-growth start-up after they closed their series A to develop and build the framework, team (hired 9 with 3 direct reports), and all goals for the People Experience function that would allow us to scale quickly. We did. Based on the rockstars we were able to hire and our people-first focus, we closed on our Series B ($22M) and were named by Forbes as one of the 2020 best startup employers. We were also named by CNBC as one of their Upstart 100 List! - Served as a member of the Executive team and provided weekly advice and counsel on all things people related to CEO and President. - Some of People Experience accomplishments included: 1) Talent Acquisition Team beat their goal of hiring staff within 30 days (our average was 22 days). 2) Maintained an average cost to hire of under $2,400 (almost half of industry standard). 3) HR team beat their goal of ensuring we retained 90% of our high performers. We retained 96%. 4) Had only 4% regretted turnover. 5) Our overall employee engagement score was 83% (we used Culture Amp) which was 5% higher than our hospitality industry peers and 10% above our new technology peers. 5) Rolled out people manager training across the entire organization and implemented a robust, new onboarding program for both salaried and hourly staff which supported business outcomes and employee retention.6) Rolled out multiple new platforms across the company...a new HRIS (Rippling), a new ATS (Lever and then Greenhouse), a new Employee Engagement and Performance Management tool (Culture Amp), ensured all team members were fully trained and ensured change management process -
Founder & Principal (My Own Consulting Firm)Revive Recruiting (Reviverecruiting.Com) Apr 2018 - Jun 2020Revive Recruiting has produced breakthrough for companies, law firms, nonprofits, and K-12 organizations by helping them diversify their teams and lean a research based approach to hiring only the best. You can read some of our "inspired client" testimonials are on reviverecruiting.com. Organizations who have partnered with Revive finally have everything they need to run a flawless recruiting process themselves. Plus, the bar is so low in terms of what candidates expect that Revive gives your organization a huge opportunity to inspire candidates with a fun, fresh approach that stands out from your competitors. Simply put, Revive Recruiting transforms your employer brand for the long term by treating candidates like human beings which means you get to hire A players forever. #getrevived! // www.reviverecruiting.com // heather@reviverecruiting.com
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Senior Talent MatchmakerThe Offor Walker Group Feb 2015 - Mar 2018Black Earth, Wi, Us- Asked by the Founder of this boutique talent matchmaking firm to take over the Executive Search practice after one year in the role - 81% of the leaders I placed were leaders of color consistent with OWG's belief that genius is equally distributed but access is not- Embedded anti bias experiences into the search practice and trained senior teams uncover their blind spots - throughout all aspects of the search process - which led to significantly stronger candidate pools and hires- For the first time in the firm's history, was asked to run 8 unique searches for one organization in short order because of the impact of my work.- Led the firm's first few Talent Summits - day-long experiential learning events during which intact leadership teams learned how to clarify, attract, and distribute their job opportunities in the marketplace to attract the strongest and most diverse leaders. -
Director, Talent Strategy And OperationsKipp Foundation May 2013 - 2015San Francisco, Ca, Us- During the Foundation's most intense period of growth (increasing headcount by 30%), I helped redesign the talent acquisition process to ensure hiring managers had access to the strongest candidates and could screen them faster- Sped up the hiring process by launching a new video interview platform (HireVue) and making sure managers were trained quickly so they could get to know - and select - candidates faster- Provided hiring managers with the flexibility to onboard staff anytime, anywhere by helping to redesign the organization's onboarding process. Specifically, we transformed the process from new hires having to attend in person on certain days them being able to join virtually on any day- Supported multiple teams as their HR Business Partner providing generalist support on all people and culture issues (manager training, diversity & inclusion, terminations, etc...). -
Deputy Chief, Central Office EffectivenessDistrict Of Columbia Public Schools (Dcps) Jul 2012 - May 2013Washington, District Of Columbia, Us- Launched and created a new DCPS division - Central Office Effectiveness - focused on improving the effectiveness of all 600 staff in Central Office - Built a team from the ground up that was responsible for designing and implementing new approaches to recruitment and selection- Designed a new job classification, compensation, and career ladder approach as well as a new performance evaluation system and retention strategies for Central Office staff- Overhauled the office's culture by creating new morale-boosting activities. They included: 1) a quarterly all hands meetings; 2) a weekly newsletter for all staff called "Go Central; 3) an employee suggestion box; 4) a successful in person event designed to break down silos across the organization; 5) a giving campaign where central staff volunteered a day in the schools- Served as member of the Office of Human Capital Leadership team and contributed ideas and insights to the organization as a whole -
Executive DirectorMontgomery County Business Roundtable For Education Apr 2008 - Jul 2012Us- Managed all staff, resources and budget for the nation's most strategic business-education partnership organization (as profiled in a Harvard Case Study)- Successfully launched this local nonprofit onto the national stage through the creation of the 114th Partnership program which is still going strong today- Planned, developed and led three, annual professional development sessions (each focus on shared leadership challenges) for 53 C-suite Executives in cross industry businesses and the local school district Superintendent and his top leadership team. 90%+ of leaders reported being able to take what they had learned in the session and practically apply it in their work the following day-Managed a team (including multiple part-time employee and contractors) to annually plan, execute, expand and evaluate three major student programs reaching 5,500 students annually by engaging Board member companies and the general volunteer community -
Vice President, Corporate Development And Communications (Pro Bono)Buildingblocks International Aug 2007 - Apr 2008Served pro bono as an expert in corporate HR to help the Founder and CEO: - Communicate the benefits of BBI's programs in one-on-one meetings with senior level HR executives at Fortune 100 companies. - Represent BBI at the Brooking's Institute's Building Bridges Coalition - designed to expand the number of international volunteers, globally. - Develop marketing collateral, redesigned website and represented the organization at the 2008 Net Impact conference.
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Senior Vice President, Human ResourcesMarsh And Mclennan Apr 2004 - Apr 2006New York, New York, Us- Hired and led an HR team that provided strategic and tactical talent support for Marsh's Private Client Services (PCS) division of 600 people in 30 offices nationally- Facilitated 30+ leadership and manager training sessions for the organization's 60+ Executives and leaders- Led monthly all staff calls ensuring all staff were kept abreast of key updates and were fully engaged in their roles- Sourced and filled 30 open roles at any given time - Managed 100 employee relations cases at any time as well as a highly complex incentive compensation plan -
Senior Hr PartnerIbm Apr 1999 - Apr 2004Armonk, New York, Ny, Us- During my 5 years at IBM ( a global information technology company that offers a mix of products including hardware, software, cloud-based services and cognitive computing), I was promoted 3 times into increasingly senior roles - My last job (most senior role) was as a Senior HR Partner for the Storage & Systems group supporting some of the top Executives at IBM and thousands of employees. I was responsible for all HR Generalist duties (recruiting, compensation, performance management, succession planning, benefits, etc...) and was the global employee survey expert for my division- Previously, I was an HR Business Partner in San Francisco where I had the pleasure of my first, real HR generalist role supporting the Sales & Distribution team made up of hundreds of Executives and thousands of employees West of the Mississippi.- My first role was in Raleigh, NC was when I was hired into a fast track, HR rotational program at the IBM Employee Services Center. I was asked to serve as the lead on the company's newly launched "Future Health Plan" - a cutting-edge cash-balance retiree medical plan that was the first of its kind - even though I knew nothing about any of this. I was a Tier II in the 600 person call center, leading trainings for the Tier 1's who were answering the phones and providing updates to IBM Executive leaders about how the plan was being received by the retirees it was affecting. I managed a number of major complaints none of which escalated. -
Director, Legislative Affairs And Media RelationsMcguiness And Williams 1996 - 1999- Represented the Senior Vice Presidents of HR of 250 Fortune 500 companies on pending labor issues before the U.S. Congress and executive branch agencies - Co-chaired the Flexible Employment Compensation and Scheduling (FLECS) coalition, an industry-wide, employer coalition- Authored quarterly publication detailing employment-related bills (FLSA, NLRA, EEO) pending in Congress - Wrote press releases, developed and maintained relationships with print and broadcast media communicating LAP's position on hot button labor issues (ex: UPS strike)
Heather Schwager Skills
Leadership Development
Employee Relations
Talent Management
Non Profits
Organizational Design
Personnel Management
Internal Communications
Organizational Development
Performance Management
Succession Planning
Organizational Effectiveness
Executive Coaching
Employee Engagement
Deferred Compensation
Human Resources
Onboarding
Nonprofits
Program Management
Management
Leadership
Coaching
Strategy
Change Management
Staff Development
Recruiting
Employee Benefits
Workshop Facilitation
Entrepreneurship
Start Ups
Executive Management
Team Management
Management Consulting
Project Management
Policy
Training
Budgets
Nonprofit Organizations
Heather Schwager Education Details
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Vassar CollegeArt History -
The George Washington UniversityHuman Resources Development
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Landmark EducationGraduate Of The Curriculum For Living
Frequently Asked Questions about Heather Schwager
What company does Heather Schwager work for?
Heather Schwager works for Lulafit
What is Heather Schwager's role at the current company?
Heather Schwager's current role is Builder of People Teams for Early Stage, Hypergrowth Companies.
What is Heather Schwager's email address?
Heather Schwager's email address is hs****@****tly.com
What is Heather Schwager's direct phone number?
Heather Schwager's direct phone number is +124077*****
What schools did Heather Schwager attend?
Heather Schwager attended Vassar College, The George Washington University, Landmark Education.
What are some of Heather Schwager's interests?
Heather Schwager has interest in Pilates, Travelling, Education, Anything New And Different, Hanging With My Two Girls.
What skills is Heather Schwager known for?
Heather Schwager has skills like Leadership Development, Employee Relations, Talent Management, Non Profits, Organizational Design, Personnel Management, Internal Communications, Organizational Development, Performance Management, Succession Planning, Organizational Effectiveness, Executive Coaching.
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