Joanna Graham, Ms Hrm, Sphr Email & Phone Number

North Sydney, Nsw, Au

North Sydney, Nsw, Au

Marseille, Provence-Alpes-Cote D'Azur, Fr

Regional Director of Talent Management, Acquisition, Learning and Development• Report to the SVP of North America region supporting a population of 10,000 employees to lead Talent, Recruitment, Performance, Learning, Leadership Development, and D,E,&I strategy with a total annual budget of ~$23MM. • Responsible to partner globally in the creation of global talent programs and execute regional implementation.• Ownership for Temp Labor/Contingent workforce for North America including vendor management. Lead for RFP negotiations ensuring quality and service delivery with an annual spend of ~20MM• Manage a team of 13 FTE.

London, Gb

• Talent Review: Assessed business needs and used current talent data to make recommendations for leader development and talent initiatives. Implemented forums to discuss employees by function and hemisphere as a means to facilitate cross-business movements and global development.• Leadership Development: Partner with Senior Executives to develop a leadership culture that inspires employees and fosters high performance and employee engagement. Refined Leadership Development strategy to address the needs of Seadrill’s Talent Pipeline.• Leadership Coaching: Organizational review completed to select employees for executive coaching and ‘situational’ coaching focusing on leadership development with strong success rates. • Hi-Po Identification: Partnered with executives and business managers to refine potential definitions, assess employees and develop personal development plans (PDP) focused on results and behavioral assessment.• Performance Management: Strategic review of legacy performance appraisal program resulting in updates to assessment criteria, training and completion to provide improved structure and results to a critical talent measure.• Executive Succession Planning: Partnered with CEO executives and SVP HR to create Sr. Succession (9 roles) and Executive positions, emphasizing and ensuring development for successors. • Graduate Program: Leading a cross-business team to develop a global graduate program to support the development of future operations and functional leaders.• Diversity Focus: Establishing a women’s leadership engagement group, including the development of an inaugural global women’s leadership engagement to support strengthening the leadership pipeline.

• Joint Venture Dissolution: Served on HR Leadership Team through the change journey through for the Shell/Saudi Aramco JV dissolution.• Executive and Key Role Succession Planning: Partnered with executives to create Sr. Succession (11 roles) and Key Role (64 roles) plans for Executive and Extended Leadership Team positions, emphasizing and ensuring development for successors.• Performance Review Program Creation: Proactively researched performance management processes, developed and implemented program to deliver Motiva’s business strategy.• High Potential Program: Partnered with executives and business to assess Hi-Potentials as part of strategic resourcing plans for Motiva.• Recruitment Department Creation and Delivery: Built recruitment organization with immediate delivery. Delivered full stream hiring (400+ in 2 years) of graduate, experienced, hourly, expatriate and internal/external programs, filling an average cycle time of 44 days. Many executive hires, including CFO and VP Major Projects. Built staffing strategy via workforce planning to improve cycle time and cost per hire. Staffed Major Project Organization for the the $12B Chemical Plant project. Implemented Workday (HRIS), developed branding campaigns. Managed vendors. Worked with Saudi Aramco to secure expats and trainees. • Career Development Program: Proactively developed and implemented Career Development Toolkit to establish employee EVP.• EO/Diversity Strategy: Created department to manage: investigations, EO complaints and investigations, employee resource groups, AAPs, etc. • Developed Motiva Wide Cross Business Grad Program

Houston, Tx, Us

• HR Support: Provide Client support of 300+ employees, including 5 VPs for first year of assignment in Motiva.• Strategic Business Partner: Counseled all levels of management on employee relations efforts and policies including employee coaching, discipline, on-boarding/off-boarding, organizational design, leadership, personnel development, Hi-Potential assessment, etc. and lead organizational effectiveness initiatives such as: performance management, talent development, 360 assessments, succession planning, transition meetings, merit compensation planning, and annual LTIP award process.• Talent Focal Point Role in Shell: Represented Motiva in the Global Functions, Manufacturing, Supply Chain and Commercial Talent Forums, completing full talent planning cycle activities as a JV stakeholder.

London, England, Gb

• Reports to the Global VPHR for Upstream Deepwater Business (who reports to VPHR Americas, Royal Dutch Shell) supporting population of 7,000 employees in Canada, the US and Brazil, 10 Senior Executives and part of Talent Team supporting the Upstream Business with over 25,000 employees.• Senior and Key Role Succession Planning: Partnered with executives and cross business counterparts to create Succession plans for Business Leadership Team and key positions with a 5 year horizon, ensuring development plans are in place for readiness to take new roles.• Strategic Talent Review: Lead a Global Cross-Business Team developing strategic talent resourcing plans for Business and HR VPs of Upstream Deepwater business to assess organizational talent needs, review talent strategy, and make business decisions resulting from review.• Hourly Succession Plan: Developed program and implemented first succession plans for Operations business succession planning, significantly improving readiness to fill roles as vacancies occurred. • Technical Staffing Improvement Project: Project team of Talent, HR, Projects and Technology and business Technology Leads aimed at improving success delivering high demand technical positions for Deepwater in a tight labor market.

London, England, Gb

• Reports to Labor Relations Manager, Deer Park Complex. • Strategic Business Partner: Partnered with Production and Maintenance Managers for Refinery & Chemical Plants, (450 clients, including 350 Maintenance and Production workers and 100 Staff) in a USW unionized facility. Counseled all levels of management on employee relations efforts and policies, including employee coaching, discipline, on-boarding/off-boarding, organizational design, leadership, personnel development, Hi-Potential assessment, etc. and lead organizational effectiveness initiatives such as performance management, talent development, 360 assessments, succession planning, compensation planning and annual LTIP award process.• USW Contract Negotiations: Partnered with line management to formulate and execute strategy for 2009 Contract Negotiations. HR Strategy leader for production and maintenance issues, engaged in bargaining at the table on these issues, managed stakeholders not at bargaining table, analyzed complex data, and drafted contract language. Created and executed implementation plan for successfully negotiated items.• Labor Relations: Handled over 400 grievances, 2 Arbitrations, disciplinary actions, and Letters of Agreement.• Reorganization & Change Management: Consolidated 2 Site Leadership Teams (Chemical & Refining) into one Site LT. Conducted leader transition workshops, partnered with Production Leadership team to communicate vision to Production Organization and select front line leaders.• Craft/Operator Hiring: Developed and executed workforce plan to establish hiring needs. Hired over 200 craft and operations workers in a three-year period. Streamlined hiring process to cut time by 1 month. Developed plans for closing diversity gaps in operations/craft classifications. • Talent Focal Point Role: Dual reporting role as Talent Focal Point for Manufacturing, reporting to Global Manufacturing Talent Manager to implement full talent cycle activities.

London, England, Gb

• Reports to HR Manager of Shell Retail, supporting the VP Fuels Sales and Marketing for Shell (6,000 employees, client support of 600 employees).• Strategic Business Partner: Counseled all levels of management on employee relations efforts and policies including employee coaching, discipline, on-boarding/off-boarding, organizational design, leadership, personnel development, Hi-Potential assessment, etc. and lead organizational effectiveness initiatives such as performance management, talent development, 360 assessments, succession planning, transition meetings, merit compensation planning, and annual LTIP award process.• Change Management: Shepherd business and functional organizations through management of change process for Retail strategy shift, moving to a 100% wholesaler model in Shell. Supported development of the Resource Management process to recruit, train, deploy, and sever over 3,000 staff over a 3-year period.• Led a team of 6 cross-business HR Professionals (not direct reports) to create HRIS training materials and process for delivery in the US, increasing speed and efficiency of HR. • Shell Globalization HR Activities: Worked on a team to implement the globalization of Shell to integrate country/local HR Activities.• Team Effectiveness: Identified opportunities and delivered interventions directed at improving the effectiveness of teams (small and large) within the Retail business group. • Coaching: Provided 1-1 coaching for Line Managers and HR Account Managers.• Lead Trainer and Facilitator: Delivered numerous training classes: HRIS, Diversity, Retail Career Path Framework, etc.

Bachelor Of Arts (B.A.), English Language And Literature, General

Master'S Degree, Human Resources Management And Services