Judy Kaplan Email & Phone Number

Austin, Texas, Us

Seattle, Wa, Us

Caradigm is an award-winning population health company dedicated to improving patient care, advancing the health of populations and reducing healthcare costs. Its enterprise software portfolio encompasses all capabilities critical to delivering effective population health management, including data control; healthcare analytics; care coordination and engagement. HR Business Partner worldwide includes employee relations, training, leadership and organization development, coaching leaders and managers Focused approach to coaching leaders to build and develop their teams and resolve employee relations issues. Led design and implementation of Caradigm restructure. Drove creation and implementation of worldwide HR policies and programs for new start up joint venture between Microsoft and GE. Setup HR infrastructure for new international offices in the UK, Germany and China Developed and implemented performance management system using a data-driven approach based on Caradigm’ s core values Lead talent management and succession planning process Manage compensation system for sales incentive plan as well as all employee rewards including employee merit increases, bonuses and long term incentive plans. Lead development of Affirmative Action Plan and partner closely with staffing to drive diversity in hiring Created and implemented career preference/management process for the Engineering team Designed and implemented Alternative Dispute Resolution Program  Created and implemented New and Aspiring Manager Development program resulting in 75% of management roles filled internally.

Redmond, Washington, Us

Strategic business partner for business groups comprised of up to 600 employees worldwide As a key member of the client’s leadership team I partnered to drive business results. Designed, planned and implemented strategic human resource practices in support of corporate objectives:Aligned business group strategies and resourcesEnsured compliance with legal regulations and company practice and policy. Drove systemic organizational and people strategies that aligned to the business strategy. Worked closely with international HR partners to ensure seamless strategic management of global initiatives. Managed employee relations issues, training needs assessments, manager training (design and presentation), coaching, reductions in force, leadership development, terminations and organizational design.HR Project Manager for global business divestiture

San Francisco, California, Us

Deliver proactive HR support to organizations to create a work environment that enables high performance, employee development and retention of key employees.Lead Human Resources efforts for New Strategic Initiative. Partner with leadership team to build organization. Develop and implement the following: staffing strategy and workforce planning, new employee onboarding, learning and development strategy, succession planning, organizational and project health assessment and recommended solutions.Facilitate and implement organization design review for IT and Sourcing and Vendor Development functions.Lead the development and implementation of global metrics scorecard which includes turnover/retention, recruiting, headcount and employee developmentBuild and deliver global talent development and succession planning process to ensure visibility to high potential employees, develop retention plans and address performance issuesProvide coaching regarding leadership effectiveness and employee relations; educate managers regarding talent managementFacilitate conflict resolution around sensitive issues; assess high risk situations and drive resolutions that appropriately balance the needs of the Company, employees and management.Provide employee relations counseling to all levels of employees. Analyze trends and proactively identify and address systemic issues.

Waltham, Ma, Us

Provided HR support to Global Information Technology, Finance and Legal business leadership teams to drive results in the areas of organization effectiveness, employee relations and staffingDrove and facilitated vision and mission process and strategic planning processes for IT Leadership TeamFacilitated reorganizations in the Information Technology and Legal organizations.Designed and delivered training solutions in the areas of management development, employment law and organizational effectivenessPartnered with leadership teams to develop competency model for Finance and Information Technology business unitsDeveloped and facilitated succession planning process for senior leadership teams of IT, Legal and Finance organizationsImplemented change in performance management and goal setting process based on business strategyDrove change in staffing strategy and executed plans which resulted in quality hires and savings of more than $200K in cost savingsProvided consultation and advice in the areas of performance management and conflict resolution in support of organizational goals and company values.Resolved complex employee relations issues. Successfully conducted investigations and resolved issues in the areas of harassment and discrimination. Provided managers with advice and counsel regarding legal issues

Santa Clara, California, Us

Human Resources Development Representative – Enterprise Processors DivisionManaged staff of two HR professionalsPartnered with the VP and Senior Staff of the Enterprise Processor Division to develop and implement human resources strategies, plans and programs in support of business objectives.Drove the creation and delivery of retention programs, which resulted in reduction of turnover rates. Such programs included Technical Career Path, Management Development Programs and Decision Making Effectiveness.Designed and delivered several transition management and workforce planning strategies in support of major business changes.Provided coaching to executives and senior managers in the areas of performance management, compensation, training and conflict resolutionCompensation Manager for Intel Architecture GroupDual role with Human Resources Development RepresentativeLed the global implementation of compensation strategies for 11,000 person organization Coached senior executives in the areas of compensation practicesManaged cross-functional team to implement diversity efforts across Intel Architecture group.Developed annual affirmative action plan for the organizationConducted adverse impact analysis in the areas of hiring, terminations, promotions and performance review results. Presented results and recommendations to senior management team