Paula Fleming, Ma, Sphr, Pmp Email & Phone Number

Fort Lauderdale, Fl, Us

• Major initiatives currently include: -- Developing with senior leaders the plan to integrate GenAI into Chief People Office operations -- Leading cross-functional effort to migrate and streamline recruiting/onboarding in Workday -- Leading Thinking Kap (employee idea program) to surface and develop GenAI opportunities for company roadmap -- Leading upskilling program to retain talent while addressing key skills gaps; enhancing employee experience with tuition waiver program -- Onboarding each team within HR to Agile workflows -- Managing the annual performance/pay cycle and the employee wellness programming series • Generally, lead projects and programs to drive initiatives within and outside HR to improve effectiveness and efficiency and promote employee engagement. Collaborate with stakeholders to reach consensus on project requirements, establish project plans, and define deliverables and timelines. Monitor progress, proactively address risks and constraints, and measure outcomes. Champion learning and process improvement on the team and individual level.

Fort Lauderdale, Fl, Us

• Teach courses and provide one-on-one tutoring, on-site and online, to help students take their next step academically and professionally. Focus on the GRE, GMAT, and LSAT.• Develop educational/training content for delivery via book, courseware, and video platforms. Editorial lead on several ambitious projects.

Fort Lauderdale, Fl, Us

Key accomplishments:• Business strategy. Led cross-functional team in developing and executing a revamped employee ideas program (Thinking Kap). New program inspired tenfold increase in idea submissions and implementations. Leadership chose Thinking Kap as the vehicle for evaluating GenAI-related ideas.• HR Agile. Planned and executed migration of HR teams to Agile. Developed Scrumban workflow, built boards in Jira and Smartsheet, and liaised with company Agile Center of Excellence. Served as scrum master, leading Agile events, sharing metrics, and coaching teams toward Agile ways of working. • Business partnering. Jumpstarted and sustained process to write hundreds of job descriptions; project had been stalled for several years. Also led cross-functional team to proactively ensure new jobs have descriptions. • Talent acquisition. Streamlined job requisition intake; project included training and real-time metrics dashboard. Workflow adopted as the model for migration of job requisitions into Workday.• Performance and rewards. Built project tracker and facilitated HR team meetings to execute interdependent processes of performance reviews, development plans, market pay adjustments, merit increases, and midyear promotions. • Payroll and compliance. Led project with HR, Finance, and Academics to change how part-time instructors entered time to ensure compliance with wage-and-hour laws and more accurately log expenses against cost centers. Project included Workday development and training for impacted supervisors and employees. • Employee onboarding. Led cross-functional team to develop and launch an Ambassador Program that pairs new employees with established colleagues. Team won the company-wide Kaplan Way Award.• Subject matter expert. Delivered highly rated Project Management Foundations and Project Management Tools workshops for DevelopU, a month-long virtual conference featuring webinars by internal company experts.

Fort Lauderdale, Fl, Us

• Developed from scratch a human resource function for the team’s content developers, including recruitment, selection, performance management, and compensation. Initiated the professionalization of an historically ad hoc role, resulting in more reliable matching of talent to task and increased efficiency.• As supervisor of several managers and other professionals, as well as over a dozen nonexempt staff, matched people with projects and tasks, coached for development and performance, and ensured positive experience.• As scrum master for two teams, coached managers in use of Agile protocols, planned and facilitated Agile events, analyzed capacity and set priorities, creatively problem-solved to remove barriers to performance, and liaised with other teams on behalf of the scrum.• As publishing strategy specialist, served as the nexus of decision making for content, business, and publishing teams. Analyzed and advocated for opportunities for the retail book list, taking into account quality, market, costs, and relationships with other Kaplan products and brands. Led publishing-related work across the content team, developing tools and processes to improve execution. Initiated several successful new products.• As product content owner, planned and executed projects to increase student learning and satisfaction and achieve business results. Led teams of developers and coordinated with other teams, including business, technology, academics, publishing, psychometrics, learning science, classroom operations, and marketing. Analyzed student utilization and satisfaction data to inform decisions.

Founder of Fleming Editorial Services (flemingeditorial.com). Specialize in textbooks and companion online content, technology books, and professional development content. As subject matter expert, author and review companion online resources for management textbooks. Representative clients include Cengage, O’Reilly Media, No Starch Press, and Wolters Kluwer. See flemingeditorial.com/portfolio.

Bloomington, Mn, Us

• Served people managers as a thought partner for job and organization design. • Led recruitment and selection for staff and faculty positions, fitting the shape of the search to best engage and evaluate candidates for the role in an increasingly competitive market.• Performed job analysis to recommend salary classifications; researched and developed recommendations for employee placements within the job range.• Supported constructive coaching and disciplinary conversations and documentation, engaging with bargaining unit representation as appropriate.• Consulted on performance reviews and development plans.• Interpreted language in four bargaining unit agreements so that employees and supervisors understood their options and the college acted in accordance with the contracts.• Administered leaves of absence (e.g., FMLA) and requests for accommodation under ADA.

Minneapolis, Mn, Us

* Coached managers on hiring, performance management, and employee relations, resulting in significant year-over-year decrease in turnover. * Used a variety of recruitment channels and selection tools/processes to increase efficiency and effectiveness of hiring, including for difficult-to-fill positions.* Managed workers' compensation program and instituted culture of safety, resulting in significant year-over-year decrease in recordable incidents. * Designed nonexempt compensation system, converting job-market pricing to pay-range structure and updating for internal and external equity. * Rewrote all job descriptions in a modular format to facilitate hiring and performance evaluation and consistently communicate organizational values. * Updated all trainings to improve impact.

Houston, Texas, Us

Started as HR Assistant; promoted to HRIS/Payroll Analyst. Left employment but continued in various consulting roles. Returned to employment as HRIS & Benefits Supervisor to support transition to new enterprise software system. HR Information Systems and Benefits Supervisor, November 2001 to May 2003• Managed HRIS/Benefits department through major organizational and systems changes, supervising exempt and nonexempt staff. Led projects including incentive pay, benefits open enrollment, and EEO/AA reporting. Liaised with stakeholders in HR and across the organization to ensure consistent delivery of HR information. Human Resources Consultant (contractor), February 1997 to October 2001• Managed HRIS, supervising exempt and nonexempt staff. Developed specifications for selection of new HRIS system. Analyzed HR workflows, identifying opportunities for improved productivity/quality. Lead companywide data integrity effort. Developed and implemented Y2K test plan. HR and Payroll Systems Analyst, April 1992 to June 1996• Maintained and developed HR, benefits, and payroll systems to meet business needs. Created sophisticated reports for stakeholders, including for EEO/AA audits, incentive pay administration, turnover/retention analysis, benefits open enrollment, and drug-testing administration. Trained managers in HR information workflow.Compensation and Benefits Assistant, September 1990 to April 1992• Administered annual performance reviews and merit pay. Supported job evaluations and annual compensation planning. Administered COBRA benefits and hosted annual enrollment information sessions. Legal Secretary, February 1990 to August 1990

Guided nonprofit organizations in strategic planning, job role design, design of compensation and performance management systems, and high-conflict employee relations issues.

New York, Ny, Us

Developed and tested HRIS, Benefits, and Payroll systems during migration between versions of SAP enterprise software.

Supported HRIS function and partner selection process.

Master Of Arts - Ma, Human Resources Management

Master Of Arts - Ma, European History

Bachelor Of Arts - Ba, History