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@laterrafina.com
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1 phone found area 401
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Pamela Coleman is listed as VP People & Culture at Self-employed, based in Union City, California, United States. AeroLeads shows a work email signal at laterrafina.com, phone signal with area code 401, and a matched LinkedIn profile for Pamela Coleman.
Pamela Coleman previously worked as Writer at Self-Employed and VP People & Culture at Enso Village. Pamela Coleman holds Ba, Psychology from Brown University.
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AeroLeads found 1 current-domain work email signal for Pamela Coleman. Compare company email patterns before reaching out.
Business StrategistProven leader, accomplished at inspiring a shared vision, consensus-building, and developing direct reportsPolished executive presencePublic speaker and facilitatorStrong project management skills, with the ability to facilitate large, globally diverse groupsSix-Sigma Green belt certificationStrong business acumenTalent Lifecycle; Talent Acquisition and Recruitment, Onboarding, Succession Planning, OffboardingPeople OperationsBenefits, Medical, Dental, 401K, Leave AdministrationQuick identification of process roadblocks/solutionsCharismatic, effective communicatorHighly innovative...”unique” thinker…idea person
Listed skills include Human Resources, Employee Relations, Performance Management, Deferred Compensation, and 45 others.
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BIG NEWS! Currently in editing phase on a book about organizational culture. I present a modern take on building and caring for your culture. There's a model, a list of leadership competencies and lots of stories to illuminate my recommendations. Due out soon! Reach out for some sound-bites!
Union City, Ca, Us
HR Strategic leader in non-union manufacturing. Oversee all human resources functions, including organizational development, succession planning, management/individual development plans, compensation and pay planning, recruitment, talent and performance management, benefits, 401K, payroll, and worker's compensation. Drive strategic planning conduct, methods and accountability, while introducing/reinforcing strong project management approaches.
Leading the People and PMO (Project Management Office) functions for a tech/wellness organization. In my role as People and Performance leader, I partnered with leaders to establish Preventure as a software owner, restructuring the organization, designing the jobs, identifying and recruiting the talent (managing the entire employee lifecycle), building technical acumen and enacting a cultural communication strategy to support our advancement. - Led the effort to affirm and advance the culture, moving fast to manage change. - Partnered regularly with CEO to better manage strategic planning and improve meeting management throughout the organization. - Launched many learning projects, including: systems thinking to drive decision-making and issue resolution; entrepreneurialism; what is means to be a business analyst; Salesforce; project management do's and don'ts. - Led the technical communication efforts, designing the "Daily Bug Bulletin" and other tools to facilitate the team's understanding of technical roles and software ownership - Oversaw a rhythmic "Goat Rodeo" as a scrum to gather the organization's wisdom for prioritizing product build and fix.- Launched and managed a change strategy called the Scoop, which tested engagement levels and cascaded information to underscore transparency and to manage change- Led all People function activity
Founded and managed my HR consultancy, acting as strategic HR and management partner as I built a book of business that included over 40 clients, including: profit, non-profit, all industries, family-owned, publicly traded, employee-owned. Together, company leadership and I addressed organizational design, talent and performance-pay challenges. We designed cultural change campaigns and leadership/team development tools and exercises. Sample projects:Technical Software (Chemical Processing - $1B)- Revamped global pay and bonus structuresSoftware (Addiction Treatment - start-up)- Organizational and Leadership development Technical Services Firm (aggressive growth - $55M)- Bonus and Sales Incentive Plan designEnvironmental Engineering Firm ($40M)- Culture development, talent management, pay and bonus structuresManufacturing- Pipe Fitting Manufacturer (public $1B) – Revamped local plant bonus program- Consumer Products Manufacturer (private $100M) – Established formal pay structures for salaried and non-union hourly workers,designed new management bonus, sales commission programs. - Chemical Etching Manufacturer (private $17M) – Defined mission and value, and implemented pay and talent management programs- Specialized Screw Manufacturer (private $15M) – Job shop. Extensive project to align teams, develop managers, define and market price roles and perform team-building exercises. Other client industries include Distribution, Non-profits, Insurers, Consumer Products, Services
Fridley, Minnesota, Us
Covidien, Jan 2007 to April 2011“A $10.5B global leader in the healthcare products industry”Manager, Broad-Based Compensation, CorporateManage large scale, global compensation projects, often involving facilitation of decision-making meetings with senior management; Compensation Consultant for all corporate functions and one Global Business Unit; develop multiple global training and communication tools; support M&A activity; manage 4 compensation professionals; provide guidance on major project work and day-to-day servicing for client base; partner with HRIS, Performance Management and Staffing functions to develop integrated solutions. Key AccomplishmentsSelected as Program Manager for Compensation Framework project; redesigned global pay structures, Jobs Architecture and HRIS interfaces; led teams of senior global business leaders across 20 project streams to redefine sub-families, evaluate jobs and to establish alignment to marketProject Manager for annual global salary planning process, impacting 20,000 employees; led global project team to streamline SOX-compliant processes, deploy enhanced technology, while ensuring on-time pay increases and bonus payouts ($110M annual spend)Managed outside consulting resources to revamp job structure to fit with complex global Covidien environment; designed a job evaluation tool, led a company-wide consensus process, including re-evaluation of all key management rolesLed a team to enhance R&D role definitions and base pay structure, recognizing Covidien values of innovation and collaboration
Sperian, Nov 2004 to Jan 2007“A $1.0B global personal protective equipment company with global headquarters in France”Manager, Compensation ProgramsManaged the global Compensation function (15 countries, multi-site) in a matrix manufacturing environment; defined compensation philosophy and direction to achieve performance objectives; identified opportunities to enhance global Sales Incentive Plans, launching projects to achieve goals; developed global benchmarking database and performed annual market pricing activity.Key AccomplishmentsPartnered with Sperian Leadership to redesign management bonus program (5.2M euros) Redesign and implementation of Sperian US-based Sales Incentive Plan (team of 150 sales professionals across North America, responsible for $400M annual sales)Partnered with senior management to develop internal job evaluation tool; utilized on-line survey tool to identify compensable factors, including scope factors unique to SperianDeveloped performance management training modules with “train the trainer” focusDeveloped deliverables to market total rewards programs
Providence, Ri, Us
AAA Southern New England, July 2000 to November 2004“Non-for-profit US-leader in service delivery”Senior Compensation AnalystLed Compensation function, developing base pay policies and procedures to support long-range strategy for recruitment, retention and cost control; managed key projects to develop multiple incentive pay programs; recommended annual merit and salary structure adjustments; developed and maintained grading structures, including job descriptions, job analysis and job evaluation; benchmarked and market priced entire job structure to ensure competitive pay practices; ensured company compliance with Equal Pay Act and Wage & Hour Law.Key AccomplishmentsProject Manager for re-evaluation of senior and middle management positions, partnering with Executive managementInitiation of programs to enhance management understanding of base pay initiatives, including such concepts as Fairness, Recognition and Cost ControlDesign of incentive plans to drive sales and revenue production while reinforcing behaviors
Quick answers generated from the profile data available on this page.
Pamela Coleman works for Self-employed.
Pamela Coleman is listed as VP People & Culture at Self-employed.
AeroLeads has found 1 work email signal at @laterrafina.com for Pamela Coleman at Self-employed.
AeroLeads has found 1 phone signal(s) with area code 401 for Pamela Coleman at Self-employed.
Pamela Coleman is based in Union City, California, United States while working with Self-employed.
Pamela Coleman has worked for Self-Employed, Enso Village, La Terra Fina, Preventure, Inc. (A Software/Wellness Company), and Bridges To Performance Llc.
You can use AeroLeads to view verified contact signals for Pamela Coleman at Self-employed, including work email, phone, and LinkedIn data when available.
Pamela Coleman holds Ba, Psychology from Brown University.
Pamela Coleman is listed with skills including Human Resources, Employee Relations, Performance Management, Deferred Compensation, Hris, Project Management, Incentive Programs, and Market Pricing.
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