Jillian Rubel, Sphr Email & Phone Number

I combine graphic facilitation with deep HR expertise to bring the power of visual thinking to my clients. This unique approach inspires deep reflection, cultivates rich dialogue and understanding, and open doors to unexpected paths and innovative solutions.

Salem, Massachusetts, United States

Lifelines was started by Melissa and Doug Bernstein, Co-Founders of the tremendously successful toy company Melissa & Doug. Inspired by her own personal journey of self-discovery, Melissa has used her unparalleled creativity to produce a revolutionary suite of science-backed sensory products that bring the same innovation to the well-being space that Melissa brought to Melissa & Doug toys for more than 30 years.As Chief Employee Experience Officer, my role is focused on all things people, including nurturing our company culture with intention, and creating an environment for our team members that is as innovative and meaningful as our groundbreaking product offerings.

Salem, Massachusetts, United States

Promoted into this high-visibility leadership position to assess, optimize, and define/execute the strategy to lead the portfolio of four global talent programs.- HR program management for CHRO and SVP, Global Talent Management - talent programs 5,000 EEs globally- Project Manager and Content Developer for the high-profile Change Management initiative as critical part of business crisis/turnaround strategy following 30% RIF to establish the company’s change management framework. Lead development of first-ever change strategy + framework, brand new leader training materials and team member toolkits, global comms, and regular cadence of stakeholder updates for People exec team- Substantially improved the Annual Talent Cycle program by using engagement survey data and working cross-functionally (HR System Teams, Compensation Teams, Strategy Team, and with CHRO) to integrate a first-ever transparent, global goal cascade into the annual talent and goal-setting process- Maximized the overall impact of the Internal Mobility program to support company turnaround - leveraged key inputs from business leaders, team members, and engagement survey data to inform 10% mobility increase- Initiated the re-development of the corporate Performance Management program in partnership with legal/policy teams to integrate reduced costs and risk and create clear manager tools and resource

Salem, Massachusetts, United States

Requested by CHRO for temporary assignment as a strategic HRBP during a critical period of restructuring and change. Quickly built relationships with business leaders and critical COEs, assessed and stabilized HR risks, and informed/delivered on restructuring plans to achieve business outcomes.- HR strategic partner supporting VPs and below in Supply Chain including Operations, Engineering, Middle Mile and Final Mile delivery (700+ EEs) globally- Managed a highly confidential project on time/budget for a massive, 550 person/10% employee RIF across 11 states and two countries, keeping employee experience central to the process while enabling business results- Coached leaders in communication, org design, and change management, and addressed key engagement trends by utilizing engagement survey insights, facilitating town halls, skip levels, and focus groups- Coached leadership on performance management activities including; talent assessment, feedback/coaching, PIPs, and how to engage with top talent such as stretch roles, career-pathing, mentoring, etc.- Partnered with compensation on pay equity issues to address gaps and align job families/titles to be consistent with company standard

Salem, Massachusetts, United States

Recruited into this newly created position to design a three-year strategy to develop/implement a Global Mentorship program to meaningfully impact the career development and engagement of 9,000+ employees.- Within the first 90 days in role conducted a comprehensive assessment of employee development/support needs globally, designed + administered key surveys, researched and defined a best in class, data-driven program design, and gained approval from the HR executive leadership team on a three-year strategy- Directed an RFP process in collaboration with Procurement for SaaS and led vendor negotiations that achieved 70% savings for the planned $250,000 first-year budget while still enabling selection of the most qualified and preferred vendor for the program- Implemented a pre-system Mentorship Program of 180 team members globally over 6 months: received an 87% positive participant rating

Promoted to define and implement strategy for evolution of Employee Relations Center of Excellence from call-center to strategic partners that included owning and driving programs to bring an evolved vision to life for supporting 500,000 employee calls annually.- Turned around and jump started the stalled programs by quickly establishing credibility through partnership, and bridging the communication gap/disconnect between the Program Team and Employee Relations Team- Led a large-scale project that transitioned manager-level investigations from local HR Business Partners into a Central HR Team impacting 8,000 store locations and 1,200 Retail Directors and Managers that included clarifying supporting tools/resources, launching the program, and setting up feedback repository/schedule for continually making changes and improving the process- Collaborated on design/delivery of a three-year strategy and vision for evolving the HR employee relations call-center from a reactive to a more strategic approach and establishing new standards for staff

Ma, Nh, Me, Vt, Ri, Ct, Ny, Pa, Oh

Lead talent priorities for over 300 stores, unleashing capability and fueling business growth through partners (people). Work shoulder-to-shoulder as a business partner, coaching clients and teams to deliver their very best and create meaningful careers. Draw upon expertise in change leadership, problem solving, agility, candor, and courage to challenge the status quo and deliver business results.- Selected as the only HR Business Partner out of <50 across the US to coach/develop three Directors and teams to drive succession planning and talent development for 7,000 EEs in 7 states at 350 locations, $450MM in sales. - Drove process in interviewing/hiring a new Director and provided coaching that assisted the Director in turning around an underperforming team, delivering top results over two years, and reducing hourly turnover 40%- Wrote and led the regional Diversity, Equity & Inclusion strategy to evolve a business-unit leadership team of 10 Directors from passive to active ownership of equity and inclusion within their respective orgs- HR lead of strategic planning process for Regional Leadership Team, impacting 800 retail stores and $1 billion annual sales and resulting in the region contributing $100 million over sales targetsChosen as one of the most highly effective, skilled strategic HR Business Partners in the US to define and drive consistent, reproducible training and assimilation of six peer-level HRBPs nationwide- Designed and delivered a targeted program for accelerating leadership development for two consecutive years using an ultra-intensive leadership development immersion program resulting in promotion of over 50% of attendees in three years; scaled work to national approach for 1000+leaders - Won BRAVO Award for exceptional work, Spirit of Starbucks Award for positive impact to mission and values

Boston, Ma

Excelled in this newly created strategic partnership role that involved talent development consulting and instructional design for 700 company-operated stores, 1,400 licensed locations (14,000 employees).- Within the first month in the role, selected to lead a team that designed and facilitated coaching training to 10,000 store managers at the Starbucks Global Leadership Conference.- Consulted with generalists and business leaders on talent development, performance and capability needs for over 700 stores; designed and implemented solutions.- Acted as subject matter expert and coach to business leaders in topics such as facilitation of group-process work, and team development activities.- Developed, implemented and evaluated new and updated national retail learning programs with impact and reach to over 14,000 employees.- Directed complex program development and implementation of a new compensation model and operating structure in response to legal changes across 200 Massachusetts locations impacting over 700 employees. Won BRAVO Award for completing L&D content creation and program deployment within 30 days on a $250,000 budget - Consulted and applied team development tactics to improve performance (Team Performance Model™)

Seattle, Wa

Led cross-functional program development and implementation in 65 markets worldwide (200,000 employees at 15,000 stores) with a focus on leadership capability, performance philosophy/tools, and succession planning.- Overhauled performance management system globally as Project Manager, Content Creator, and Trainer: modernized the approach to performance reviews, simplified leadership competencies, and increased consistency and fairness of talent calibrations globally- Obtained DiSC Certified Facilitator credentials and led 12+ workshops for teams across corporate functions that included planning, designing, implementing and HR-wide “train the trainer” session- Served as Project Manager on implementation of a leadership assessment + development program for sr. mgmt retail leaders globally; positively impacted 400 managers; coached on interpretation of assessments

Seattle, Wa

Led the complex project management of enterprise-wide toolkits (Change Leadership, Team Performance, Organizational Design) that remain after 15 years as one of the most widely used and pervasive HR tools ever designed and delivered within Starbucks

Seattle, Wa

Drove processing of supply chain orders ensuring distribution of product to thousands of key accounts, wholesalers, distributors, and franchisees/licensees. Provided wholesale sales support and coordination to Wholesale Sales team; primary contact and go-to for account, coffee, and product knowledge

Bellevue, Wa

Developed extensive knowledge of Starbucks beverage practices, equipment, and retail store operations in order to deliver Starbucks legendary customer service and develop enthusiastically satisfied customers.

Bachelor Of Arts (B.A.), English (Creative Writing)

Accelerated graduation rate; degree completion in three years vs. standard four-year expectancy. Focused skill in creating written work.

Running Start - College In High School, General Studies

Completed senior year of high school and received full year college credit simultaneously through general study at Bellevue College.