HR systems technology and operations. Currently focused on supporting Workday environmets.

http://www.collectivehrsolutions.com/

My focus areas:Project Management – develop detail project plans and managing all processes throughout a project lifecycle, including analysis, planning, resource allocation, progress tracking, monitoring change control processes, implementation, testing, communications, and training. Especially adept at providing team members with opportunity to perform at their best, proactively mitigate risks, resolve issues, and escalate when appropriate. Deep experience with System Development Life Cycle approaches including waterfall and Agile. Prefer cloud-based tools such as Asana. Experienced in Fortune 50, major consultancies, and entrepreneurial businesses. HR Information Systems – a leader to manage or upgrade your HR technology stack because current systems no longer meet your needs, they have not scaled with your growth, or cannot support new operational priorities. Among other things I employ a diagnostic that is used to assess the maturity and importance of HR systems and processes to help prioritize investments.Workforce and People Analytics - leadership is looking for insight into the effective use of their workforce and Human Resource operations. Facilitate the development of insights via interactive dashboards with visualization tools like PowerBI.Strategic Workforce Planning - employ a Competency Management Framework to identify critical talent, required competencies and skills, and conduct labor supply/demand analyses to inform inform staffing activities (recruiting, learning & development of staff, temp and contracting resources).

Leveraging technology (Metrics That Matter) to assess effectiveness and impact of learning.

Helping business units leverage technologies supporting competencies, assessing proficiency, and produce talent dashboards that provide insight into capabilities and learning opportunities for critical talent.Manage and support business programs and systems for Performance Management and Career Development.

Pathways Program Manager – development program for staff in critical Engineering, Sales, and Commercial/Supply Chain roles. Developed processes and dashboard for monitoring assessment of proficiency levels against selected competencies for those job roles. Developed and successfully rolled several company “firsts”:• “Competency Dashboard” to C-level and HR leadership. Is a dynamic tool with filters that enables deep dives and views of competency levels over multiple years and trending which allows for targeting of learning objectives.• Competency assessment reports to 1,600+ individuals and 450+ supervisors. Used to facilitate development discussions and identify targeted learning opportunities. • "Organizational Capability" component of the annual Business Planning cycle for all business units. Focuses on identifying labor demand and supply for current business operations and prospective acquisition/divestiture actions.• "Workforce Dashboard". Facilitated discussions with HR leadership identifying key workforce talent questions and metrics for Top Leadership, Succession Management, L&D, and High Potentials. This has led to more informed and quicker talent movements during the company’s periodic talent reviews.Company business representative on several process and system improvement initiatives:• IT Project Assurance Review team in the evaluation/selection of the new LMS• Enterprise Organizational Capability Steering Team chartered to develop and advocate common talent programs across the enterprise. Through this effort I have influenced the broader organization around our critical jobs learning program and competency dashboard.• Enterprise Workforce Development team in the evaluation / selection of a new competency assessment tool. Currently evaluating Success Factors.Certified PDI 360 Coach. Facilitated several coaching sessions for individuals and assisting them with the creation of personalized development plans.

Project Manager, selection and implementation of HCM solutions for clients Sierra Nevada, and Kaiser Permanente.

Helping clients develop and execute workforce strategies that drives innovation and business growth through effective thought leadership and leveraging IBM and Alliance partnership tools and solutions.

Established HCM Technology Governance Council with HR and IT leadership. Drove/facilitated various systems initiatives supporting retail (recruiting system implementation, I-9 compliance), and corporate (Talent Management, Business Intelligence/Analytics solutions).

Responsible for HR service delivery, applications, and technology supporting global operations – transaction processing, delivering tools for HR professionals in support of programs/initiatives, and providing executives insight into contribution of human capital assets. Operating budget $5 - $7 million. • Reengineered the Talent Management program saving $100k+ by retiring and enhancing multiple systems. Introduced tools increasing employee engagement and provided reports to executives of key position bench strength. • Consolidated two learning systems into one saving over $100k in maintenance and support. • Introduced the HR Balanced Scorecard - a single page of key performance indicators generated on demand, down from multiple reports previously generated on a monthly basis. • Achieved 97% automation of all HR transactions, significantly reducing errors from manual processing.

Provided thought leadership and consulting services to clients in support of their Human Capital initiatives, focusing on HR Service Delivery, Health and Benefit Programs, Workforce Planning and Analytics, and Technology solutions. • Reduced benefits plans administered by a third, saving client over $100k annually by improving their error prone HRMS benefit administration processes. Won subsequent $1 million engagement to upgrade their HRMS.• Resolved client’s HRMS transaction processing errors by eliminating 40% of unnecessary table maintenance and significantly improving system performance. Won subsequent $250k engagement to analyze and recommend improvements in use of their HRMS recruiting system. Resulted in increased systems use (eliminating manual processes) and better targeting of candidates.• Saved client $250k in 401k plan administration costs by recommending new mix of investment options.