Julie Genesse Durham, Cpc, Ma Org Psych, Gtml Candidate Email & Phone Number

Columbia, Sc, Us

Seattle, Wa, Us

• Played a primary leadership role in the design and launch of the first HR Business Partnering model for Point B. Total client areas population ~800 EEs, including Sales, Operations, Client Business Consulting, and Corporate.• Partnered closely with C-Suite leadership in the design and implementation of large-scale organizational transformation and restructuring initiatives post the private equity purchase of Point B Consulting Group. • Assumed leadership over the Talent & Organizational Development and HR Business Partnering teams and effectively synthesized the two distinct HR disciplines into one streamlined, high functioning, cohesive team.• Led the creation and implementation of an innovative and integrated Talent Review and Pipelining initiative focused on identifying and developing pipelines for key talent segments needed to meet near term market demand forecast and future strategic objectives.• Partnered closely with firmwide senior business executives on the design and launch of a best-in-class Talent Mobility program to develop critical consulting capabilities needed to meet constantly evolving market demands.• Led pivotal Talent Review processes necessary for revamping the Sales Talent Strategy to fuel the firm’s core growth engine and achieve ambitious future growth goals.• Played a key leadership role in the design and launch of a sophisticated job framework, career pathing models and development tools for Point B.

Springfield, Massachusetts, Us

Responsible for developing and driving the strategic HR agenda for three corporate areas, including HR & Employee Experience, Law, and Global Emerging Markets. Partner closely with the CHRO, General Counsel and Head of International on strategic organizational development initiatives and holistic talent strategies to drive business performance.

Birmingham, Alabama, Us

Responsible for leading the Talent & Org Development strategy for the enterprise. Directs programs, processes and initiatives to attract, develop, and retain the best talent. Focuses on designing and implementing programs for recruitment, employee engagement, performance management, leadership development, succession planning and diversity and inclusion. Partners closely with senior HR and business leadership to identify talent management needs and create strategic solutions for improving organizational capabilities and engagement across the enterprise.• Led transition and stand up of all Talent Management & Learning processes and systems post divestiture of Kaman Distribution Group from Kaman Corporation to private equity.

Birmingham, Alabama, Us

Responsible for designing and delivering HR strategic plans that support organizational short and long term goals. Serve as a coach, facilitator, HR leader, and change agent. Partner closely with senior leadership to elevate and execute the full HR agenda for Kaman Distribution corporate areas. Business client areas include: Marketing & Ecommerce, Business Systems and Operations, Finance, HR, and Strategy and Continuous Improvement.• Responsible for leading and reshaping the performance and talent management tools and processes including: performance reviews and calibrations, goal setting, succession management, 360s, new leader assimilation, and merit/bonus cycles that reinforce a pay-for-performance culture.• Responsible for developing and managing division-wide leadership development program for emerging talent across Kaman Distribution Group.• Worked closely with KDG President and led a cross functional team to design and deliver a quarterly KDG employee newsletter, thereby enhancing employee communications, engagement and greater sense of community and connection to the Kaman Core Values.

Billund, Dk

Responsible for co-creating world-class onboarding practices for the LEGO Group and providing strategic HR business partnering across four diverse senior leadership teams focused on: org design, leadership coaching, talent development, and employee engagement. Business client areas included: US Marketing, Latin America, Market Operations, and Global Insights.• Established framework and monthly cadence for people and organization dialogues with all client area leadership teams, yielding increased leadership visibility and ownership of: focused development for key talent, employee engagement and retention strategies, and performance management issues.• Developed and piloted new global approach for executive induction and onboarding across the LEGO Group.• Developed approach for hiring leader and new joiner onboarding NPS measurement and follow up actions.

Billund, Dk

Responsible for driving the full people and culture agenda across two diverse business areas (one mature, regional business unit and one newly established, growing global business unit). • Provided strategic partnering direction on the rapidly expanding global footprint of Global Retail Development across the LEGO Group (80% year-over-year growth).- Collaborated closely with leaders and recruiters to define and execute strong capability building and recruitment strategies to meet the strategic ambitions for Global Retail Development. - Coached leaders on building expanded teams in relation to: diversity, globalization, and leading thru others. - Led team of HR Partners in developing and implementing framework and leadership workshops for onboarding culturally diverse, virtual teams across multiple global locations.

Billund, Dk

Responsible for broad business partnering support for all leadership levels across multiple, diverse business areas. • Provided leadership oversight and guidance for HR core processes including: employee engagement survey, talent reviews, performance management, promotions, recruitment, and compensation cycles. • Designed and facilitated multiple leadership development trainings/workshops and team building off-sites.• Provided 1:1 leadership coaching and support for individual leadership opportunities and team dynamics.• Led and coached leaders on full range of employee relations cases including: investigations, performance improvement plans, organizational restructuring, job eliminations and terminations.

Hartford, Connecticut, Us

Developed and implemented talent management initiatives, designed to support business strategies. Conducted talent reviews, 360 assessments, new leader assimilations, and created candidate slates for critical roles.• Conducted new leader assimilation processes for senior executives yielding heightened team/leader awareness, improved communication practices, increased career development, and enhanced overall team effectiveness.• Co-created framework for biweekly forum to “broker” talent across functions and business areas, designed to increase movement of talent into larger and broader roles across the organization.

Hartford, Connecticut, Us

Provided best practice, innovative tools and consulting across the enterprise, to advance talent management culture. • Played key leadership role in developing and implementing cutting edge, enterprise succession management strategy and system. Key outcomes included: Broader and deeper knowledge of top leadership talent Increased pipeline of top talent for critical leadership roles Expanded, more effective utilization of talent across functions

Hartford, Connecticut, Us

Developed and implemented human capital strategies, to successfully execute the Group Insurance business strategy. Provided broad scale HR consulting and problem solving to business leaders, operating as a full member of business leaders’ management teams. Evaluated impact of HR initiatives on client operations and results.• Led end-to-end 360 assessment process for management teams. Yielded significant behavioral changes and improved team effectiveness.• Created and delivered customized leadership training series across multiple client locations. Significantly improved critical management skills, employee morale and productivity.• Developed pay progression model for customer service representatives, improving employee understanding of career path expectations and associated pay levels. • Led major succession management initiative for all levels of management. Achieved substantially broader and deeper identification, development, and utilization of top management talent.

Hartford, Connecticut, Us

Managed and led design and delivery of annual enterprise-wide employee engagement survey.• Effectively streamlined survey administration process, leading to 90% process efficiency improvements and 6% year-over-year increase in participation rates. • Successfully presented key survey findings and recommendations to senior executives, garnering full commitment to drive action planning throughout the organization. Intense focus on survey follow-up activities, yielded three-year scorecard goal achievement within first year (i.e., 10% increase survey results).

Supported critical client engagements, complimentary to Columbia’s Organizational Psychology Masters program. • Collaborated with consultants in organizational assessment, driven by a diversity awareness initiative for a national non-profit organization. Co-facilitated focus groups and interviews, and formulated diagnosis. Successfully developed and presented client recommendations. • Supported consulting team in conflict resolution mediation for two large non-profit organizations. Facilitated interviews and synthesized findings. Yielded improved working relationships between partnering entities.

Masters, Organizational Psychology

New England Consortium Study Abroad Program, International Business, Culture And Language Studies

Bs, Business Administration, Finance