Melissa St. Clair Email & Phone Number

Detroit, Mi, Us

Dublin, Ireland, Ie

Dublin, Ireland, Ie

Executing on Eaton's corporate learning strategy related to mission-critical digital and manufacturing capabilities on a global scale.

Dublin, Ireland, Ie

Supported Eaton's Vehicle Group in the global execution of key strategic talent management processes and initiatives that enhance acquisition, development, and retention of talent. Key Experiences and Responsibilities:Supported Vehicle Group's annual Organizational Capability Assessment process which leads to the design of robust succession plans for key leadership rolesDesigned an annual Global Talent Event, bringing our top talent from around the world together for networking, exposure to Senior Leadership, and skill-buildingConducted and presented data analyses in support of key business needs (e.g. Plant Manager Retention and Development; Employee Engagement)Supported our HR Team in executing an annual performance management process through the design and deployment of process communications and rating calibration discussionsCoached Vehicle Group's top talent and supported them in creating individual development plans aligned to leadership assessment outcomesCo-designed Vehicle Group's annual Critical Roles Assessment processFacilitated Organizational Change Management Training Certified as a DDI Master Facilitator to deliver their suite of Interaction Management®coursesDesigned Culture Development and Onboarding Processes for new eMobility growth division Served as Project and Change Manager for a business restructuring in May 2019

Lansing, Michigan, Us

Developed and obtained Executive support for a long-term Organizational Development strategic plan, aligned to organizational objectives, which triangulates processes, people, and culture to achieve transformational outcomes and includes plans for sustaining a high engagement culture, transitioning to a learning organization, creating an environment for continuous improvement, and ensuring leadership and workforce development.Functioned as a transition leader for a company reorganization which grew the workforce from 1200 employees to 2400, including deploying orientation, communication, and culture development processes.Designed, deployed, and led a robust change management and communications plan for the relocation of 500 employees transitioning from traditional office environments to alternative workspaces arrangements, including remote work. Conducted cycles of learning for organizational development processes which has led to the deployment of new processes for the orientation experience, competency-based leadership development, and talent pipeline development initiatives.Served as a trusted partner to leaders through coaching and counseling to improve their effectiveness, team communication, and employee accountability and performance.Led the organization’s participation in Business Insurance Magazine’s Best Places to Work Program resulting in the organization ranking first in the large employer category in 2017. Designed and deployed an annual competency-based 360⁰ assessment for Directors and Executives.Administered the annual Talent Assessment process, using the 9-Box methodology, for all employees.Designed and delivered educational content appropriately tailored to customer needs and integrated with adult learning principles, including team building and communications training.

Lansing, Michigan, Us

Served as the primary organizational development liaison with other departments as it relates to organizational design, change management, and learning and development programs. Designed and deployed improved learning programs and aligned them to company strategies and goals, including the New Employee Orientation, Tuition Assistance Program, and Insurance Education Program. Planned, implemented, and facilitated foundational and functional training for the Enterprise's Trainee Program, and supported the placement of graduated trainees into full time rolls within the company. Responsible for managing the Enterprise-wide performance management process, including quarterly and annual reviews integrated with the merit process. Facilitated Effective Communication instructor-led training for various business units.Worked directly with leaders and employees to identify methods of improving performance. Recommended and designed training tools/formats based on best practices.

Lansing, Mi, Us

Created Sparrow Hospital’s award-winning application for the Michigan Quality Leadership Award, in alignment with Baldrige criteria. Responsible for performance management processes, leadership development, employee engagement, succession planning, and the development and deployment of adult learning content via the Sparrow University. Facilitate the employee engagement survey process. Outcomes include increased participation (from 62% to 76%) and improved engagement survey results (from 72nd to 97th percentile ranking in Kenexa National database).Contributor in strategic planning and performance management process improvements through roles as Strategic Pillar Team Examiner and Performance Excellence Council member.Assisted in the establishment and ongoing development of the Sparrow University and Learning Management System for leadership development, succession and adult education, utilizing a blended learning model.Design development programs appropriately customized to the needs of specific audiences and integrated with adult learning principles and the Learning to Outcomes model.Provide ongoing consulting and coaching support for leadership development.Conduct program evaluations and make recommendations for improvements based on both learning and outcomes measures. Provide consulting and coaching support on professional development and performance improvement. Conduct program evaluation and recommend approaches for outcome improvements.

Lansing, Mi, Us

Responsible for designing and implementing performance management processes related to organizational objectives of leadership development, associate engagement and customer service. Successfully planned and administered system-wide associate engagement survey of 7000+ associates. Increased survey participation from 62% in 2007 to 73% in 2009. Increased associate engagement index from 85th percentile in 2007 to 97th percentile in 2009 (percentile rank based on vendor database).Provide consulting and coaching support on professional development and performance improvement. Conduct program evaluation and recommend approaches for outcome improvements.

Offer actionable recommendations that improve performance and increase award-potential to clients seeking the Malcolm Baldrige National Quality Award.Create application documents in accordance with standards and specifications of the Baldrige Performance Excellence Program.

Program Director for St. John Macomb Hospital's Service Excellence Initiative. Delivered new hire education including cultural diversity and service excellence programs Assisted with coordinating and managing strategic recruiting programs, including candidate résumé screening, vacancy report maintenance, candidate interviews, position offers, termination processing and tuition reimbursement.Responsible for new hire processing including professional and criminal background checks, data entry in HRIS system and coordinating new hire information with various departments.Expertly assisted job applicants with online career postings via phone and in personCo-chaired the Diversity Council, which involved planning and executing events around Diversity issues, including fundraising events for our council. Coordinated a group of over 100 Associates who functioned as “Service Excellence Advisors” by tending to any needs that may arise as they function in their roles.Contributing member of the St. John Macomb Service Excellence Council.

Master Of Science, Administration

Bachelor Of Arts, Communication