Jackie Fitzgerald, Acc Email & Phone Number

Greater Atlanta Area

Provide innovative coaching, consulting and talent solutions for individuals and organizations to bring out their best talent, increase engagement and achieve their vision of success. Engagements include:• Coach individuals to enhance their personal and professional leadership and effectiveness.• Led, in partnership with other consulting firms, complex organization assessments for multiple 1000+ organizations (non-profit, for-profit and public sectors), providing detail organization designs and change management plans. • Created end-to-end performance management process, tools and training for various organizations including one of Georgia’s largest school districts and a large Chicago non-profit organization.• Performed detailed assessment of a learning function for a non-profit to provide recommendations for future improvements• Created, implemented and reported out the findings of an employee survey to identify trends and areas to enhance mission

Greater Atlanta Area

Provided executive leadership development and coaching to enhance Boys and Girls Clubs CEO's ability to positively impact the lives of America's youth. Worked with multiple external partners to develop and deliver executive leadership experiences, including: Harvard Business School, Linkage's Global Institute for Leadership Development (GILD), and Stanford's Social Innovation Review. Also partnered with Wiley and the authors of "The Leadership Challenge" to develop a comprehensive leadership framework for the entire Boys & Girls Club Movement, resulting in the launch of the framework and approach to over 1,200 Club Director and nearly 100 Club Executives in the first year.

Greater Atlanta Area

Reported directly to the Chief Human Resource Officer, responsible for all organizational development and talent management initiatives, processes and tools. Provided three organization assessments and detailed designs for different business units in order to better align the group to deliver on FOCUS Brands' new strategy. In addition, led the implementation and on-going management of performance and succession planning processes, tools, and training.

Greater Atlanta Area

Key projects included:* Led a team of consultants in assessing and re-organizing the HR function and other key programs for a newly formed state agency to increase overall agency effectiveness. Responsible for client relations and the coordination and alignment of project deliverables including: organizational assessment, change management, process mapping, communication, organization design and recommendations, compensation assessment, job descriptions, and transition strategy and plan.* As part of a major organization transformation, created a new talent management competency framework for a leading public education organization with over 12,000 employees and nearly 100,000 students. The new framework now serves as the foundation for all talent management programs. In addition, led the development and implementation of the new performance management process, tools, training and three year strategic roadmap, and the development of a new selection processes and tools for a critical leadership role throughout the system. The engagement significantly enhanced the integration and effectiveness of talent management efforts, better enabling them to deliver the talent needed to achieve their most strategic initiatives.*Defined a skills and competency framework to enhance the analytical skills for the marketers of a national telecommunication organization. Provided guidance on identifying and developing programs to enhance the organization's overall marketing analytic capability.

Greater Atlanta Area

Competency Modeling: Led a global team in designing an enterprise competency framework aligned to the organization’s strategic Global Business Plan. Framework translated into 19 languages and served as the basis for all Talent Management initiatives and programs. Development Planning: Consulted with Global Marketing to create functional marketing profiles and assessments. Managed the development of a training program on how to create meaningful professional development plans. Tools and training were adopted by enterprise and implemented globally.Succession Management: Consulted and provided subject matter expertise to enterprise team responsible for creating and implementing a globally sustainable succession management process, assessment tools and training.Leadership Assessment: Assessed CEO and his team’s multi-rater feedback to determine the leadership strengths and development needs.

Organizational Assessment and Change: Provided a detailed needs assessment on HR’s structure and capability. Assisted with the complete transformation of the HR function from a transactional to a proactive, business partner function. Talent Management Framework: Developed a talent management framework designed to integrate all talent management processes and drive employee engagement. Also used the framework as the foundation and roadmap for developing HR and general leadership capability.Performance Management: Led the design of a comprehensive performance management initiative which was driven by management, not HR. Initiative included an integrated process, tools, training, and a detailed implementation and communication plan.Organizational Assessment: Performed extensive analysis on employee turnover and identified lack of consistent and effective selection processes as a key driver to turnover. Selection: Created and implemented standard selection training and tools for key roles that led to a significant reduction in turnover and $16 Million savings over 3 years.System Implementation: Managed the implementation of an Enterprise Learning Management System to track and evaluate training effectiveness.Leadership Development: Designed and managed university programs targeted at Master level professionals to increase leadership talent pool. Review and selected an external partner to provide 360 degree assessment and coaching to drive leadership capability and pipeline. Worked with an external provider to create and implement a new manager course.

Greater Atlanta Area

Organization Effectiveness: Served as one of four working team leaders overseeing six different teams commissioned by the CEO and executives to identify and execute corporate-wide initiatives targeted at bringing operational and financial control back into the business post 9/11. Learning and Development: Created a training department to increase capability of internal talent and leadership. Designed and implemented company-wide strategic learning and development plan. Programs included leadership development, customer service, store operating procedures, interviewing, and non-harassment.Organization Design: Consulted with VP of Marketing to re-design department to align with product lines. Created extensive assessment process and all communications to ensure continued employee engagement and commitment. Selection: Directed all selection and temporary hiring with Regional HR across all five US regions. Personally managed selection of more than 100 corporate roles, from executive level to hourly associates. Revamped new hire process including designing appropriate structured interview guides, developing an orientation process, and introducing externally managed background checks and executive assessments.Performance Management: Designed and implemented first company-wide performance appraisal process, with just over 90% completion rate within targeted date.

HR Business Partner: Responsible for all HR and OD programs and initiatives, including selection, performance management, development, worker's compensation, benefits and compensation.Employee Survey: Conducted a qualitative employee survey and focus groups to direct future HR initiatives. Assessment: Analyzed benefits plans and managed the conversion to new plans resulting in increased benefits and decrease costs.

Employee Surveys: Provided project management, design analysis, and reporting on multiple employee and internal customer satisfaction surveys in various industries.Organizational Design: Realigned a government IT department. 90 managers and 40 support staff were evaluated over a four-month period for best job fit and re-alignment. One year later all selected managers received better than average performance reviews.

Ifc Coaching Certification Program

Ms, I/O Psychology

Completed all coursework for PhD program.

Ba, Psychology And Business Adminstration