Joe Marano, Shrm - Scp, Sphr Email & Phone Number

Clifton, NJ, US

Iselin, New Jersey, US

• Responsible for evaluating employee development needs for the Americas region, developing, and implementing learning solutions to support overall learning strategy.
• Build and maintain relationships with learning vendors to ensure program design aligns with learning strategy and identified competencies. Track and maintain budget for the region.
• Work closely with HR and Business Leaders across the region to understand business challenges and proactively identify skill gaps and future needs.
• Improved promotion and marketing of global and regional learning programs to maximize program participation.
• Partner with global learning team to implement processes, procedures and consistent messaging on learning strategy and philosophy.
• Partner with regional DE&I committee to identify learning solutions that support DE&I organizational goals.

NJ, US

• Instructor for Human Resources Certificate Program covering all aspects of HR.

Newark, NJ, US

• Manage LEAD1 Front Line Manager Program, including design and facilitation of instructor-led sessions and act as a resource to participants to ensure their success.
• Project manager for incorporating new core competencies into the performance management process.
• Manage 360 and Leadership Capabilities assessment process.

US

• Designed and implemented a new core leadership development program for manager population, focused on building leadership capabilities and developing high-performing, diverse teams.
• Updated performance management process, implementing a new rating scale to better define differentiation of performance.

• Developed and executed the corporate Learning/Talent Development strategy in North America for approximately 2,000 employees with a focus on present and future talent needs. Collaborated with HR leaders and senior.
• Assessed organizational learning needs, designing and implementing leadership and professional skills learning solutions. Achieved a 92% program satisfaction rating for an internally developed leadership program.
• Drove the annual talent review process to identify critical roles, high potential employees, and succession management for the top 50 leaders in the organization.
• Managed 360 assessment process, delivering feedback to individuals and developing action plans.
• Served as the subject matter expert for annual performance management process, providing consulting for HR Leaders and employees through objective setting, training, and metrics reporting.
• Managed annual learning and development budget of approximately $500K and saved over $20K annually by leveraging state-funded grant training for computer and professional skills programs.

• Accomplishments:
• Achieved a 75% cost reduction on external vendors by designing and implementing an internal, competency-based Leadership Development Program for emerging leaders.
• Implemented enterprise-wide Learning Management System (LMS) to expand training offerings. Improved process for delivering and tracking HR compliance training; increased completion rates to 100%.
• Served as North American lead on global Talent Management Committee, driving alignment of talent development strategies across the organization and tracking development of key talent.

• (Simultaneous role with L&D role)
• Served as HR business partner for Idaho division of 100 employees (60% union).
• Responsible for employee relations, recruitment, benefits, and talent development.
• Partnered with Corporate Labor Relations on bargaining unit issues, including Collective Bargaining Agreement interpretation and employee disciplinary actions.

New York, NY, US

• Accomplishments:
• Developed and managed implementation of various employee programs, including technical training, professional skills development, and new hire onboarding.
• Led a project team of 5 individuals to establish a global framework for onboarding new employees.

New York, NY, US

• Accomplishments:
• Designed and delivered behavior-based interviewing program to improve the way managers interviewed and assessed candidate qualifications.
• Evaluated new hire performance during training and provided coaching and feedback to address developmental areas.

B.S., Business Administration - Finance/Marketing

Courses In Agile (Acp), Safe Practices And Scrum