Meghan Patrick-Crane Email & Phone Number

San Francisco, Ca, Us

United States

Spearheading the development of scalable HR processes, talent programs, and talent acquisition strategy. I focus on creating impactful training, development programs, and recognition initiatives to empower our volunteer team and mentors, enabling us to better support veterans and military spouses in achieving project management career success

Coaching: Provide tailored 1:1 coaching and guidance for clients focused on skill development, communication and conflict resolution utilizing active listening and constructive feedback to enhance professional growth and interpersonal relationships.Workshop Facilitation: Develop and lead customized team building workshops for organizations focusing on communication, relationship building and conflict resolution using learning strategy and design to strengthen team performance.Competency Framework: Consult with global Talent Development executives on developing managerial competency frameworks from inception to implementation to measurement, increasing accountability for leaders across the organization.

San Francisco Bay Area

Performance Management: Led the design, launch, and oversight of a streamlined performance review process for a global entity of 20+ companies across 30+ countries by conducting needs assessments, crafting review templates, and integrating into HRIS. Developed the communication and learning strategy, achieving a 91% participation rate and a 25% promotion rate.Emotionally Intelligent Leadership: Led a high performing, respected global Talent Development team of 10 through active listening, transparency, coaching, and fostering a culture of vulnerability, increasing team retention and satisfaction YoY.Job Leveling: Established a standardized job leveling system by streamlining employees from diverse companies into a cohesive hierarchy, providing a framework for HR metrics and increasing equity amongst performance review and compensation policies.Cross Functional Collaboration: Coordinated the alignment of 80+ department heads, founders, and C-suite executives through relationship building and cross-cultural collaboration to secure buy-in and organize teams within company structures.Leadership Development: Co-created the Women in Leadership program to enhance inclusive leadership, strategic thinking, and innovation skills for female identifying leaders, increasing gender equity in leadership roles across the organization. Manager Development: Led the launch and oversight of the Emerging Leaders program, targeting the transition of 100 individual contributors to managers organization wide. Oversaw the needs assessment, program staffing and course development to specifically address areas such as confidence, conflict management, and effective communication. Executive Coaching: Offered targeted 1:1 coaching to executives, addressing diverse organizational and employee challenges. Cultivated strong relationships and demonstrated expertise in problem-solving, becoming a trusted resource for leaders.

San Francisco Bay Area

Employee Retention & Improvement Strategies: Reshaped Performance Improvement Plan (PIP) procedures using systems thinking by coaching managers on navigating challenging conversations and proactive measures, redefining the language surrounding PIPs, and creating templates and scripts for streamlined PIP execution, increasing retention by 75%.Coaching: Delivered personalized 1:1 coaching to employees and managers on various aspects including performance reviews, promotions, difficult conversations, and PIPs, increasing organizational trust, problem-solving, and follow-through.Learning Strategy/Program Design: Executed the company-wide implementation of LinkedIn Learning through a meticulously designed 60-day learning and communication strategy. Coordinated an awareness campaign, enlisted champions, and coordinated the launch timeline, increasing overall engagement by 40% three months post-launch.New Manager Development: Developed and led a new-to-manager training program to develop ICs transitioning to manager roles, including curating asynchronous learning assets, conducting in-person foundational training for new managers, and leading coaching sessions for ongoing support, increasing satisfaction amongst direct reports as reported in 360 reviews.Onboarding Program Development: Created an inclusive onboarding program for new employees, synchronizing start dates to a consistent day each week, developing a standardized schedule, crafting culture-driven program materials, and co-facilitating weekly onboarding sessions, increasing belonging and connection for all new hires YoY.

San Francisco Bay Area

Framework Development/Program Design: Developed and implemented first-ever organization wide learning strategy using a three-tiered learning framework approach inclusive of online learning, customized ILT/VILT, coaching, higher education reimbursements and event sponsorships, increasing employee competency, morale, and retention YoY.Competency Development: Defined and implemented company-wide competencies and career paths by standardizing core competencies and delineating expectations for each competency across various jobs and levels within each department. Increased overall transparency in expectations and measurable milestones, ensuring accountability during performance reviews.Performance Management: Overhauled performance review process to establish uniform performance metrics, schedules, and procedures, incorporating 360-degree feedback and training sessions for employees and managers, emphasizing the purpose and methodology behind performance reviews, increasing employee satisfaction with performance reviews YoY.Evaluation/Feedback Mechanism: Implemented a post-program survey to collect participant feedback, analyze program reaction, metrics, and data to make recommendations for annual program iterations and improvements.

San Francisco Bay Area

Created and implemented resource management strategies and processes company wide and promoted employee engagement by collaborating with HR to ensure employees’ skill sets are matched with the right projects, top performers were challenged sufficiently, and performance issues were resolved.

San Francisco Bay Area

Created and implemented resource management strategies and processes company wide and promoted employee engagement by collaborating with HR to ensure employees’ skill sets are matched with the right projects, top performers were challenged sufficiently, and performance issues were resolved.

Led all facets of staffing for a diverse group of functions, including managing open requisitions, backfills, and transitions for a seamless flow of talent, coaching senior leaders on creatively resolving issues such as team structure and employee engagement and performance, and partnering with L&D to engage employees in necessary trainings to promote professional growth.

Greater Chicago Area

Master Of Arts, Industrial Organizational Psychology

Bachelor Of Arts, Communications; Communication Science And Rhetorical Studies

Activities and Societies: AIESEC, Hoofers Sailing Club