Natalie Dopp, Shrm-Scp, Sphr

Natalie Dopp, Shrm-Scp, Sphr Email and Phone Number

Chief Human Resources Officer @ CCMC
Scottsdale, AZ, US
Natalie Dopp, Shrm-Scp, Sphr's Location
Scottsdale, Arizona, United States, United States
Natalie Dopp, Shrm-Scp, Sphr's Contact Details
About Natalie Dopp, Shrm-Scp, Sphr

People focused, innovative and results oriented Human Resources Executivewith extensive experience in diverse industries including technology, identityprotection, business services, oil and gas, insurance, non-profit and facilities maintenance.Catalyst and influencer of cultural change through the creation and execution ofhuman capital strategies with a strong focus on organizational design, talent optimization, employeeengagement, customer satisfaction and investor confidence.Proven expertise in problem solving, coaching, relationship building and deliveringresults. Strong passion for leading largescale initiatives paving the way fororganizations to become an “Employer of Choice.”Core Competencies: Mergers / acquisitions / IPO / divestitures / private equity,organizational design, talent acquisition, total rewards, executive compensation, talentdevelopment, succession planning, executive coaching, employee experience andengagement, change management, culture transformation, strategic HR leadership,operational efficiency, investor confidence, leadership development.

Natalie Dopp, Shrm-Scp, Sphr's Current Company Details
CCMC

Ccmc

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Chief Human Resources Officer
Scottsdale, AZ, US
Website:
ccmcnet.com
Employees:
1315
Natalie Dopp, Shrm-Scp, Sphr Work Experience Details
  • Ccmc
    Chief Human Resources Officer
    Ccmc
    Scottsdale, Az, Us
    View
  • Krayden, Inc.
    Chief People Officer
    Krayden, Inc. Nov 2024 - Present
    Denver, Co, Us
    * Develop and lead effective recruiting, on-boarding, engagement and retention strategies, plans and programs for all levels and functions within the organization, in a highly competitive market* Lead strategic thinking on business and people related opportunities to advance the operational and financial performance of the company; anticipate long-term needs of the organization and lead the human resource aspects* Create a human resources strategy and multi-year roadmap directly aligned with the overall growth strategy of the company. The roadmap will identify the required investments in people and technology along with the projected return-on-investment* Create a business-focused, well-respected global HR function that is exceptional at leading integrated talent excellence and change. Build and lead a strong, effective and respected HR team that is business savvy, proactive, responsive, helpful and anticipatory, ensuring that the appropriate human resources policies and metrics are in place* Develop, articulate and implement performance management and career development programs; this includes plans for all levels and functions to provide robust and exciting opportunities for employees to further develop their careers, while ensuring accountability at an individual and team level* Serve as an agent for change management, both in strengthening the company and its culture and in undertaking company-wide programs to ensure that the talent management strategies and organizational programs will enable continued high growth for the company* Develop and implement plans necessary to ensure that robust, energizing employee communication exists at all levels of the organization.* Participate in the due diligence process of mergers and acquisitions and lead all aspects of the HR diligence. Recommend and lead strategies for integrating people, policies/processes, and systems considering the business objectives and business disruption.
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  • Phoenix College
    Adjunct Faculty
    Phoenix College Aug 2023 - Present
    Phoenix, Az, Us
    Teach management courses in Talent Acquisition, Total Rewards and Human Relations in Business.
    View
  • Dopp & Associates, Llc
    Chief Hr Consultant
    Dopp & Associates, Llc Jun 2024 - Nov 2024
    Executive HR consultant focusing on talent acquisition, talent development, total rewards, leadership development and executive coaching. I help organizations develop scalable frameworks for human capital, build org designs aligned to business strategy, and create incredible places to work with memorable employee experiences that tie pay to performance.
  • Hirevue
    Chief People Officer
    Hirevue Nov 2022 - Jun 2024
    South Jordan, Utah, Us
    Develop, prioritize, and implement the company’s global HR strategy, driving best practices across all aspects of human capital management. Report directly to the CEO, a key member of the executive team serving as the strategic thought leader on all HR-related matters for the organization. Play a vital role in the ongoing growth, development, and transformation of the organization, while at the same time shaping and sustaining the positive culture. Serve as a thought leader in the HR space with customers and key outside stakeholders. • Provide end-to-end leadership for all aspects of the people function including talent management, succession planning, learning and development, talent acquisition, executive and total compensation, employee engagement, and organizational development.• Develop and execute the overall talent strategy of the business.• Responsible for ensuring that the company’s talent sets the basis for continued growth in revenue and expansion for the breadth and sophistication of its activities. • Attract, develop, coach, and mentor strong talent within a matrixed environment.• Operate well beyond my functional area as a broader business executive as well as trusted advisor to the CEO and executive team. • True partner and advisor in building and establishing a comprehensive Human Resources strategy aligned with the organizational culture to accelerate business performance.• A thought leader in the areas of leadership excellence, culture alignment, performance management and team effectiveness to navigate challenging people and organizational issues.
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  • Integrate
    Chief People Officer
    Integrate Jan 2020 - Nov 2022
    Phoenix, Az, Us
    Responsible for building a global transformational talent agenda to align the Company’s strategic priorities with the necessary people capabilities to deliver on the company’s mission and business objectives. As a trusted advisor to the CEO and the Executive Leadership team, responsible for all facets of Human Resources including leading significant change initiatives that impact organization growth, strategy implementation and cultural transformation. A deep focus is on developing a memorable employee experience, driving scalability, accountability and operational efficiency. Integrate won numerous awards for it's product and culture, including Best Tech Startups in Arizona (4 years in a row), and multiple Great Places to Work. • Significant focus on developing a memorable employee experience, driving scalability, accountability and operational efficiency. • Accountable for strategic planning, development and leadership of entire people function to ensure alignment to organizational goals. • Created unique onboarding experience resulting in scores over 90% from new hires and leaders.• Developed dashboard measuring key human capital areas including employer branding, talent acquisition, growth & engagement, diversity and turnover to determine actionable trends and insights.• Established people programs in the areas of corporate social responsibility, diversity & inclusion, holistic well-being, work/life integration and leadership development. • Executed talent optimization strategy to identify key talent, single points of failure, talent gaps and create succession plans. • Designed incentive packages to drive key company financial results in sales and customer success.• Implemented performance evaluation program utilizing objectives and key results aligned to overall company goals.*Private Equity Exit
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  • Integrate
    Svp, People
    Integrate Apr 2018 - Jan 2020
    Phoenix, Az, Us
    Responsible for the human capital strategy and being a trusted adviser to the Executive Team. Provide strategic direction to the organization, specifically in the areas of organizational design, change management, succession planning, total rewards, performance management and leadership development. Provide strategic leadership by articulating human capital needs and plans to the Executive Team, stakeholders and the board of directors.
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  • Vixxo
    Svp, Chief Human Resources Officer
    Vixxo May 2015 - Apr 2018
    Scottsdale, Arizona, Us
    Responsible for the leadership development and guidance of the Sr. Leadership Team as well as the HR function. Focused on advancing the organizational alignment, talent development, talent acquisition, operations training, payroll, change management, succession planning, retention, compensation and benefits across the enterprise.* Ensured organizational alignment around the Company’s Vision, Mission, Purpose and Business Objectives. * Established and implemented HR Strategies and Roadmap to proactively support the strategic plan. * Drove the effort to reshape the organizational design and rewards structure to reflect the dynamics of the business environment and today’s changing workforce.* Advocated for enriching the growing and dynamic organization while fostering a positive and vibrant environment for employees that is consistent with the values and mission. * Defined a people strategy and created enterprise wide programs, with an emphasis on Talent Attraction, Succession Planning and Leadership Development.
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  • Lifelock
    Vice President, Human Resources
    Lifelock Jun 2010 - Apr 2015
    Tempe, Arizona, Us
    Provided overall strategic direction to the HR function of a workforce with 750 employees in multiple states across the country. Ensured human resources was a business partner driving the culture and strategic direction of the company.* Provided leadership and consulting support to company executives and management on matters of goal setting, policy development and strategic implementation in support of achieving corporate objectives and business growth.* Streamlined business processes to maximize efficiency and effectiveness of the department.* Provided strategic support in the areas of linking business unit/operation to strategies, coaching business units/operations through organizational change, regulation and business issues and coaching business leaders to create and maintain a work environment focused on high employee engagement.* IPO Exit
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  • Childhelp
    Vice President, Human Resources
    Childhelp May 2008 - May 2010
    Responsible for providing overall strategic HR leadership for a non-profit organization of 550 employees in six states. Ensured HR was an effective business partner by understanding the mission and aligning with the organizational goals.* Partnered with the Executive Director and Senior Management team to develop a workforce plan and effective strategy to attract and retain top talent. * Benchmarked best practices and created metrics for talent acquisition, turnover, performance management and employee benefits.* Provided overall direction in the areas of organizational development, employee relations and communication, compensation planning and benefits strategy.
  • Giant Industries, Inc.
    Vice President, Human Resources
    Giant Industries, Inc. Aug 2000 - Apr 2008
    Us
    Vice President, Human Resources August 2002 - April 2008Directed the organization's overall HR strategy and direction to a workforce of 3,000 employees in eight states. Ensured HR worked effectively as a business partner with the Executive Leadership team by establishing relationships based on trust, common goals and values.* Developed company strategic objectives, policies and philosophy that supported achievement of the company's strategic business goals.* Company officer responsible for providing guidance to multi-location divisions and subsidiary companies in regard to HR alignment.* Provided expertise in the areas of executive compensation, succession planning, acquisitions, divestitures and leadership development.* Responsible for the 401(k) Administrative Committee to ensure fiduciary responsibilities were fulfilled as well as oversaw the VEBA trust for the self-insured health and welfare programs.Compensation/Employment ManagerApril 2000 - August 2002 Managed entire compensation function including salary administration, market evaluations and merit process. * Developed bonus programs that created incentives to drive behaviors that led to the desired business results.* Ensured compensation structure was competitive with the available market.* Managed talent acquisition process and compliance with established affirmative action plan.* Advised management and field HR Representatives on all talent acquisition and compensation policies and procedures.
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  • Scottsdale Insurance Company
    Hr Generalist
    Scottsdale Insurance Company 1994 - 2000
    Us
    HR Generalist 1997-2000Avoided litigation by providing recommendations to leaders in situations dealing with employment, harassment and equity issues.* Advised management in the interpretation and administration of personnel policies, FMLA/ADA issues, FLSA, workers compensation and sick leave.* Provided trends on employee engagement from employee surveys, exit interviews and evaluating performance management data.* Administered staff studies to determine needed area of developlment for our leadership team.Employment Coordinator 1996-1997Counseled management, employees and candidates on the entire talent acquisition process. * Represented the company at career fairs, high schools and colleges.* Prepared job descriptions and advertising for open positions. * Evaluated and screened resumes, forwarding qualified candidates to hiring managers.* Accurately entered all employee data into payroll system for new hires, promotions and terminations.Human Resources Representative 1994-1996Dealt directly with all external candidates to assist in the application process.* Maintained personnel files and ensured compliance with applicable retention regulations for an employee base of 1,000.* Developed effective relationships with internal employees to provide assistance with various HR needs.
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Natalie Dopp, Shrm-Scp, Sphr Skills

Sphr Employee Relations Organizational Effectiveness Leadership Development Talent Management Business Development Succession Planning Employee Benefits Employee Engagement Performance Management Leadership Recruiting Human Resources Deferred Compensation Change Management Organizational Development Talent Acquisition Workforce Planning Hris Personnel Management Fmla Strategic Planning Benefits Administration Onboarding Coaching Management Mergers And Acquisitions Policy Strategy Compensation Job Descriptions Payroll Job Description Development Employee Stock Options Compensation Structures U.s. Family And Medical Leave Act

Natalie Dopp, Shrm-Scp, Sphr Education Details

  • University Of Arizona
    University Of Arizona
    Personnel/Human Resources

Frequently Asked Questions about Natalie Dopp, Shrm-Scp, Sphr

What company does Natalie Dopp, Shrm-Scp, Sphr work for?

Natalie Dopp, Shrm-Scp, Sphr works for Ccmc

What is Natalie Dopp, Shrm-Scp, Sphr's role at the current company?

Natalie Dopp, Shrm-Scp, Sphr's current role is Chief Human Resources Officer.

What is Natalie Dopp, Shrm-Scp, Sphr's email address?

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What schools did Natalie Dopp, Shrm-Scp, Sphr attend?

Natalie Dopp, Shrm-Scp, Sphr attended University Of Arizona.

What skills is Natalie Dopp, Shrm-Scp, Sphr known for?

Natalie Dopp, Shrm-Scp, Sphr has skills like Sphr, Employee Relations, Organizational Effectiveness, Leadership Development, Talent Management, Business Development, Succession Planning, Employee Benefits, Employee Engagement, Performance Management, Leadership, Recruiting.

Who are Natalie Dopp, Shrm-Scp, Sphr's colleagues?

Natalie Dopp, Shrm-Scp, Sphr's colleagues are Jennifer Bruington, Otis Chandler, Mba, Cmca, Ams, Michael Mcbride, Lydia Mayorga, Christian Judy, Sharon Wilson, Nicolas Gonzalez.

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