Jonathan Blodgett Email & Phone Number

Alexandria, VA, US

• Led a broad portfolio of projects aimed at improving performance through talent development initiatives across Corporate Disciplines – including Global HR, Finance, Risk Management, Law Department, Communications.
• Consulted with senior business leaders to uncover talent development challenges and strategize on solutions to improve the employee experience – through innovative learning offerings, establishing new programs, and.
• Built learning strategy for a human capital management (HCM) platform to increase adoption for associates who support 8,000+ properties globally; analyzed HR/business metrics to diagnose gaps, developed role-based.
• Led program management for the modernization of a global leadership development curriculum for 500+ university hires; conducted stakeholder needs analyses, evaluated current learning effectiveness, developed strategic.

Bethesda, MD

• Partner with senior management to design and deliver an Oracle cloud-based human capital management (HCM) platform to modernize Marriott’s full suite of HR technology and improve the employee experience for associates.
• Lead project management for Talent Planning and Reporting & Analytics workstreams within the HCM platform to design talent management requirements that improve the talent experience and deliver actionable insights to.
• Maintain workstream program plans and status reporting, anticipate challenges and bottlenecks, escalate project risks, and drive collaboration with cross functional teams to manage risks and make tradeoffs to ensure.
• Develop HCM readiness measurement strategy to define key program metrics and design dashboards to track progress and provide leadership with actionable analytics to drive program decision making

Bethesda, MD

• Partnered with senior HR and business teams to develop and sequence complex Starwood Preferred Guest (SPG) merger plans for implementing HR systems and processes at 700+ managed SPG properties globally to drive.
• Designed and managed HR planning tools and visualizations that track key launches, milestones, implementation activities, and enable HR Center of Excellence (COE) and continent leadership to prepare for program launches
• Created and distributed executive scorecards and analytics to assess project risk for achieving HR integration business metrics, and provide COE, continent leaders, and regional HR partners with actionable insights to.

Washington D.C. Metro Area

• Led succession planning engagements with multiple client organizations; facilitated visioning sessions, built workforce analytics to highlight critical retention risks, conducted talent review meetings, and provided.
• Designed and implemented workforce planning processes that measure and analyze enterprise-wide workforce/workload projections to inform budget requests and provide leadership with insights into critical workforce gaps
• Completed analytics capability assessments of HR organizations to evaluate the current-state, define future-state vision, and develop strategies to advance the maturity of their workforce analytics capabilities
• Facilitated internal staffing and demand meetings to share current availability for cadre of up to 200+ human capital consultants and match staff to client opportunities

Washington D.C. Metro Area

• Led development of a three-year workforce data visualization strategy to define, prioritize, and deploy talent management lifecycle dashboards that allow organizational leadership to influence data-driven business.
• Developed an agency-wide workforce profile, which included 100+ workforce analytics on key HR metrics (e.g., hires, losses, job families, organizational hierarchy breakouts, retirement eligibility, diversity), and.

Arlington, VA

• Developed and implemented competency assessments to measure key skill gaps and enable leadership to use data to make staffing and development decisions
• Facilitated visioning sessions and determined future-state mission, objectives, and performance metrics to guide organizational transformation
• Created a catalog of roles and responsibilities and position descriptions to ensure alignment with future-state mission and inform candidate selection tools
• Designed strategic communications plan based on analysis of stakeholder impact, communication vehicles, and appropriate leadership sources for communication delivery to support change management for organizational.

New York, NY

• Analyzed quantitative and qualitative departmental employee engagement survey data, identified key themes, and created a comprehensive executive report to provide leadership actionable insights to drive improvements
• Created candidate interview questions and behavioral anchors based on job-specific competencies to improve the selection process for senior positions

New York, NY

• Facilitated New Leader Assimilation half day sessions to promote teamwork and accelerate effectiveness of new directors and their teams
• Supported the Onboarding program by planning rollout strategy for new eLearning courses, writing agency communications to increase Onboarding utilization, and completing a quarterly and annual Onboarding Buddy impact.

Albany, NY

• Aligned all positions in the organization to corresponding job categories and ran Oracle salary reports to complete market pay surveys used as compensation benchmarks in salary planning
• Maintained and distributed weekly talent acquisition reports for domestic and international locations to drive effective candidate selection for key positions

Oneonta, NY

• Supported the planning and coordination of a global Corning Lean Six Sigma Conference
• Helped conduct a training needs assessment across multiple job levels to determine if additional training was required

M.A., Organizational Psychology, Gpa: 3.89

B.S., Psychology

Graduated cum laude