Lauren Killion Email and Phone Number

Lead the team and set the strategy for building the new center of excellence in Organizational Design to drive workforce transformations to meet modernization needs, connect business strategies to workforce strategies, define the future state needed skills and interactions, and support more advanced assessment of our talent's capabilities.

Lead a team of strong professionals, set talent management strategy, and managed the Organizational Development department to provide strategic leadership development, high potential identification, performance management, succession planning, employee engagement, and organizational design.

The Zaxby’s Organizational Development and Human Capital Analytics (ODHC) department applies psychology principles, particularly Industrial-Organizational Psychology and HR, to create and advise on programs to increase “employee” engagement, productivity, and cultural alignment across the Brand through leveraging the human side of business. Human Capital for ZFL is considered licensees, licensee’s team members, Zax team members, and ZFL team members. Programs focus on building internal cultural awareness, increasing job and brand level engagement and providing data and analysis on perceptions of the workplace. Specific areas this team specializes in are employee engagement, cultural alignment and socialization, leadership development, survey design, competency modeling, change management, selection - corporate, talent management (recognition/talent planning/performance management), team effectiveness, organizational development and strategic facilitation. Additionally this role oversees the vision of being a top employer in the industry and establishing the human capital as a critical component in accomplishing business goals.As Director I am responsible for building and developing this new department as well as creating the strategic Talent Management goals for ZFL. Currently I manage a small team that add value through corporate wide development programs, job analysis, employee engagement surveys, and talent planning.

• Designed and implemented employee engagement survey and action planning tools.• Conducted a strategic needs analysis for organizational development resulting in change management program to increase capabilities across the organization. • Provided insights to top executive leaders based on the analysis of customer and licensee data including linkages to business outcomes.• Developed leadership model with competency definition using bottom-up data collection, job analysis survey, success profiles, and executive feedback.• Provided consultation and recommendations to executives on a leadership development program that included experiential learning, micro learning, and certification programs with multiple vendor relationships to have a best in class solution.• Managed leadership conference content and messaging including defining conference theme, collaborating with executives on messaging, sourcing guest speakers, defining workshop facilitation with learning materials/activities and designing production elements to socialize culture, create an emotional connection with the Brand, and encourage learning for 600 attendees each. • Created and managed strategic goals for my team including defining business cases, managing the budget, tracking goals, motivating and guiding the team, and being accountable for results.

• Streamlined reporting process for enterprise wide employee engagement survey.• Worked with a team of three to develop and facilitate 12 hours of training in change management for change agents.• Provided customized reporting and analysis of employee engagement data for business leaders across business units and internationally. • Created assessment centers for director level positions and above used for selection and development for required skills/competencies.• Developed training for interview skill to strengthen the reliability of selection decisions.

• Created innovative, fast solutions for selection processes, survey reporting, data analysis, and employee development tools. • Led projects to define, create and validate selection tools from initial job analysis to selection process implementation including interviews, job simulations, personality assessments, cognitive assessments and work samples. • Created feedback and automated process for personalized, company specific development reports for 155 director level associates based on their results on an off-the-shelf cognitive and personality tests. • Led a team of 6 to create content for a career development website include associate development activities to explore interests, skills, and opportunities.

• Coordinated group of 6 employees for development of new executive level assessment center.• Worked with other talent management teams to research, benchmark, and define strategy for talent management practices.

• Facilitated team building for groups from 6-40 developing team unity, communication, problem solving and leadership through strategically planned activities• Implemented new strategy, vision and marketing as well as facilitated strategic planning sessions with other facilitators. • Handled scheduling, staffing, and logistics for GSU’s team building ropes course• Took on additional responsibilities and skills such as facilitating team building through whitewater rafting experiences

• Researched areas of interest to further the understanding of Organizational Behavior and Human Resource topics (emphasis in Leadership, Psychological Contracts, and Employee Development)• Managed data collection and scoring of 4 other researchers for large project• Assisted teaching Organizational Behavior class for Executive level employees that included helping with 360 degree feedback, teams composition based on personality, and other team activities• Taught “Managing People in Organizations” for class of 25-50 students including topics and projects focusing on areas such as KASO, Staffing, Compensation, Feedback, Team Charters, Personal Development Portfolios, Mission Statements, Team and Employee Development, Strategy, Culture, Structure and Individual Differences

• Handled time-sheets and entered payroll for approximately a hundred temporary employees with procession and diligence• Sourced and interviewed employee candidates for Wachovia, many of which were hired• Learned company databases and software quickly including PeopleSoft• Assisted in other Human Resource roles as needed

• Learned and participated in sophisticated techniques for Executive Coaching with high level leaders. • Helped facilitate team building and leadership development including a ropes course weekend and reporting 360 feedback, respectively• Created presentations used in academic conferences, corporate training, professional and client meetings• Helped staff the center including developing new hiring procedures• Developed systems and processes for the center• Helped facilitate strategic sessions including monthly SWOT analysis for center as well as a SWOT analysis for a predominate organization of 750 employees located in Savannah• Administered personality assessment and created development plans for coaching clients (individuals and teams)