Jennifer Pitts Email & Phone Number

Beaverton, Or, Us

San Jose, Ca, Us

• Partnered with senior leadership in the NA Marketplace developing and facilitating customized interventions that enhance team performance and effectiveness. Provide strategies, analysis, consultation, gap assessment, team facilitation and solutions. • Delivery of HR programs, systems and procedures, including change management, communications, education and implementation of all HR programs and initiatives. Partner with COE account teams/partners to influence program design and to deliver enterprise programs, employee engagement support planning, and organizational restructuring and change management support.• Partnered with business leaders to translate their strategy and goals into implications for talent and organizational capabilities, and facilitate the changes needed to enable them to deliver the desired outcomes.• Coached and enabled leaders towards high-performing teams, root cause analysis and intervention design and delivery. Provide constructive feedback, facilitate team effectiveness interventions, and advocate for changes to create robust leadership teams. Provide one-to-one coaching for leaders at key points in their leadership journey, including new leader onboarding, team design and changes. • Advised and facilitated the full lifecycle of change: planning, implementation, and reinforcement, ensuring there is minimum disruption to the business and the desired impact of changes are achieved. Offer a systemic approach to managing through change, both for individuals and organizations.

Broomfield, Co, Us

Led all efforts related to strategy, design and delivery of performance management cycle, including creating a culture of continuous feedback and regular check-in conversationsOwned and managed vendor partnerships with Talent Management and Engagement platforms and strategiesElevated all talent management programs/processes for the enterprise- including strategy, technology design, communications, training and change managementDesigned and delivered all Talent and Succession planning activities to scale across the enterpriseLed all Culture and Engagement functions while developing and delivering Vail Resorts a continuous listening/pulse strategy during the COVID-19 crisisLeveraged expertise in performance management philosophy and methodology to evaluate program successes using dashboards and analytics to drive strategy enhancements based on data insightsCollaborated with HR technology on SAP/SuccessFactors with design for elevating the Talent Management experience and partnering with Talent Acquisition on pipeline management Led, coached and developed a growing team to build a highly efficient and data driven TD teamDesigned and executed Talent strategies and solutions around: Org Health and Talent Reviews, Succession Planning, Leadership and Employee Development, Goal-Setting, Calibration and Performance Management, Assessment and Selection, 360’s, Coaching for Performance, Talent Analytics, Engagement and Retention, Organization Design and Effectiveness, Integration and Change ManagementPartnered with HR Business Partners and Talent Relationship Managers to understand the talent needs across the organization, align on priorities, approaches, processes, and toolsLed programs and strategies for Successors and High Potentials, Global M&A integrations Program managed, designed and recommended company wide solutions- Workforce Management, Seasonal Performance Assessments, Continuous Listening, Coaching to Accelerate Performance, Succession Management

Marriottsville, Maryland, Us

• Designed, delivered and managed career mapping, succession planning, talent pools and high-potential identification • Designed, implemented and managed the first internal High Potential development program to include an Executive Mentoring throughout the organization• Designed and implemented processes to promote internal growth and career development (internal hiring processes, career mapping, development tracts, assessments)• Designed and delivered “Coaching for Immediate Results” using the GROW model to establish a coaching culture to accelerate associate performance• Consult/partnered with HR COEs- data analytics, talent acquisition, learning, compensation, D&I to ensure strategy and processes are aligned • Consult/partnered with executive leadership to design and maintain core culture behaviors, assessments and performance standards to meet the needs of the organization• Served as a trusted advisor by cultivating strong consultative relationships with HR Strategic Partners and other COE teams• Responsible for ongoing strategy and process improvement of existing and future state talent management strategies to maintain best-in-class practices• Partnered with HRIS on technologies- system design, upgrades and overall system improvements• Trained HR and IT support staff regarding talent management systems, internal processes and serve as COE expert for issue escalation• Designed and partnered with associate communications on internal website, newsletters, training job aids and change management communication related to all things talent management• Designed and oversaw system-wide Fellowship program for emerging leader talent pipeline• Partnered with Chief Diversity and Inclusion officer on D&I strategy: served as HR Advisor to ERG of Emerging Leaders in multiple markets, designed action based learning for high potentials with annual Diversity Summit

Marriottsville, Maryland, Us

- Partnered with Bon Secours’ leaders for the management of full cycle recruitment of director and above level candidates. - Functioned as a full service internal “retained search firm” to include handling of candidate research and development, passive and active candidate networking, building of diverse candidate slates, interviewing, referencing, and offer process. - Served as an internal consultant on each search engagement to the respective hiring leader, and ensures that candidates are fully qualified and prepared for the interview and selection process. -- Responsible for exceeding internal client expectations by identifying, attracting, and hiring top talent who fit the culture, mission and values of Bon Secours Health System.- Served as a trusted advisor to facilitate the attraction, selection and retention of top talent for Bon Secours Health System by cultivating strong consultative relationship with hiring leaders and Human Resources leaders. Coached and advised hiring leadership on the selection.- Developed and maintained market specific intelligence relevant to the healthcare arena and cultivates a network of diverse industry contacts- Accurately captured interviewing team feedback and builds/facilitates consensus on candidate selection; solicits feedback from candidates and interviewers

Mclean, Va, Us

• Strategic partner to HR Consultants and business leaders on RIF activity to include planning, project management, logistics, leader prep, simulations, training and announcement day activities• Supported associates through the Career Development Center post announcement thru offboarding• Facilitated CDC Orientation and Q&A sessions for impacted associates• Managed temporary assignments throughout the organization for associates in transition• Adjunct facilitator for Onboarding team and Behavioral Interviewing enterprise wide• Managed invoices for Career Development Center in excess of $4 million dollars• Identified gaps and process improvements to enhance the Customer Experience within the Career Development Center and RIF activity

Mclean, Va, Us

• Managed school teams for William and Mary, Cornell, Carnegie Mellon, MIT and the University of Richmond• Planned and executed on-campus events to assist with Brand Awareness of Capital One• Managed large volume candidate pipeline on all four campuses while maintaining a strong candidate experience • 85% conversion rate on all offers• Engaged in workstreams for marketing, social media and diversity• Served on Advisory Committees for University of Richmond, Carnegie Mellon Career Development Office and Cornell Diversity Programs in Engineering

Richmond, Virginia, Us

• Assigned to the Department of Peri-Operative Surgical Services as their HR liaison.• Responsible for all recruitment and retention activities for 450+ exempt and nonexempt staff from housekeeping to Nurse Anesthesia.• Reduced number of Agency staff over a two year period from 37 to 0 and saved the department $3.5 million dollars annually with special compensation packages designed for the purpose of eliminating and converting agency staff to permanent hires.• Liaison for employee relations, compensation, worker’s compensation, employee health issues, benefits, payroll, and orientation to ensure legal compliance and provide excellent customer service to staff and management.• Guide, educate, and assist managers in determining their needs, staying within budgeted staffing guidelines, and designing creative recruitment programs and options for attracting more qualified candidates.• Create programs to retain staff, conduct exit interviews, focus groups and consult with managers and directors to reduce turnover.

Marietta, Georgia, Us

• Developed sourcing strategies to identify and recruit experienced and recent graduates from nursing programs across the country.• Qualified candidates through phone screening, behavioral and technical interviewing.• Handled recruitment advertising for print, Internet and other areas.• Handled an average of 85 vacancies with a system-wide Nurse vacancy rate below 9 percent.

Oakland, California, Us

• Recruited for all Georgia region medical and non-medical professional positions including exempt and non-exempt levels.• Maintained and managed an average of 35 open positions at any given time.• Consulted with over 150+ clients including executive level management, directors and managers.• Behavioral-based interviewing techniques trainer for management personnel.• Designed, implemented and executed training for regional recruiting on HR skills for new managers.• System database administrator and trainer for KPHires (applicant tracking system). • Maintained KPHires organizational structure, troubleshoot and participate on a national staffing process team for process improvements.• Coordinated department re-organizations with HR consultant and compensation consultant.• Aid compensation consultant with job evaluations.• Assisted with the organization and preparation on Affirmative Action planning.