Develop detailed strategies for end-to-end change processes, including addressing change impacts, stakeholder engagement and training and communications deliveryBuild and manage change management work plans for multi-year technology implementationsBuild and manage training strategies, including defining training needs and managing a team of content developersCreate strategic communications plans to provide timely, relevant content to employees affected by transformationsFacilitated setup of offshore support teams and transition activities, resulting in annual cost savings of over $10 millionOversee development to ensure client deliverables were completed on time, in scope and meeting high quality expectationsLead Agile transformation efforts for large-scale technology initiativesConduct leadership alignment workshops to collect feedback from stakeholders and gain buy-in on change strategies

Helping clients solve complex people and organizational change issues related to large-scale transformations. I have served clients by assisting them with problem assessment, solution development and implementation of workforce and HR activities. Served as advisor to client in developing their workforce transition approach based on leading practices and tailored to their organization’s culture, and assisted client discussions in developing implementation roadmapsLed the training analysis and planning, design and development, and delivery efforts in support of a large-scale system integration impacting 3,500 end usersEngaged client leadership across multiple work streams to coordinate change activities into a cohesive solution aligned to organizational objectivesDeveloped training curricula to address long term strategic development needsCoordinated the role-to-position mapping process for aligning SAP Composite roles to 12,000 individual users as part of multiple concurrent global deploymentsLed teams of up to 10 project resources, conducting performance evaluations and providing coaching

Facilitated requirements gathering sessions for organizational design, system development, and vendor selection activities Conducted competency analyses for critical roles and responsibilities in preparation for job redesignCreated updated job profiles reflecting segregation-of-duty requirements, establishing clear career paths and ensuring adequate coverage of key responsibilities to minimize business disruptionDesigned standardized organizational models and provided guidance to client leadership on how to align user roles and responsibilities to business objectivesConducted training needs assessments to align workforce development to organizational goalsConducted detailed reviews of as-is business processes to identify potential areas for improvementPartnered with business leaders to redesign processes, using best practices to improve efficiency, and reduce lead times Used analytics to create standardized SAP role profiles, streamlining the role-to-position mapping process for a 5,000 employee organizationDeveloped documentation for future state processes and procedures, including user guides, job aids and implementation “playbooks” to facilitate consistent adoption