Raydiance D. Email & Phone Number

Washington, Dc, Us

As the Associate Director of Organizational Development, my primary focus is on assessing the OD needs of various business units and leading the development of customized programs and strategies.One of my key areas of expertise is supporting team development through the facilitation of assessments and workshops on topics such as psychological safety, strengths finder, DiSC, leadership assimilation, emotional intelligence, leading change, and vision and strategy sessions. These programs are tailored to meet the specific needs and goals of each business unit and drive individual and team success.In addition, I provide critical developmental coaching and administer 360 assessments to emerging leaders and executives. This process helps identify strengths and areas for improvement, allowing individuals to develop the skills necessary for career advancement and overall organizational success.As a key contributor to HR transformational projects, I play an instrumental role in reimagining our talent review process, talent narrative, and competency model.

My Curated Career provides career, resume, and leadership coaching for individuals. We also help companies develop their employees through customized training programs, HR consultation, and executive coaching. Past clients include:ACOG: Designed a leadership development strategy and oversaw the job description update as well as the compensation planning process as part of the career framework initiative Unanet: Developed a customized leadership training on managing the people side of changeUSAC: Provided executive coaching to high potential talent

Remote

Through my business, RD Coaching & Consulting (DBA: My Curated Career), I led the career framework initiative and oversaw the job description revision process and the compensation planning process by performing a market analysis to support the creation of a new salary structure. I also designed a differentiated leadership development strategy to support first-time managers and senior leaders.

At Booz Allen, I served as a program manager responsible for leading the design, development, and execution of the executive leadership services portfolio (e.g., executive coaching, mentoring, and sponsorship programs). My responsibilities included overseeing portfolio operations including demand analysis, budgeting, resources, delivery management, communications, evaluation, reporting, content development/evolution, deployment technologies, and vendor relationships.During my tenure, I led the redesign of the executive coaching strategy resulting in streamlined processes, increased transparency in reporting through Smartsheet dashboards, and the introduction of a new service offering (team coaching) to meet the needs of the business.I also oversaw the design and implementation of firmwide executive sponsorship programs, which included working cross-functionally with leaders and project managers across the firm to customize each program, providing oversight and guidance to each pilot, and reporting on progress. Additionally, I worked with DEI and the talent planning teams to identify key metrics, develop a dashboard, and ensure my work was aligned with their initiatives. Finally, I designed a strategy to support the engagement and retention of executive women of color. To develop this strategy, I conducted extensive research (e.g., internal focus groups and external research on best practices), which resulted in a flexible framework that supported the individual needs of each cohort member.

In my role at UMGC, I was hired to stand up their organizational development and learning department. I was able to conduct a firmwide needs analysis by interviewing executive leaders and conducting focus groups with managers. As a result, I was able to stand up a global training calendar that addressed the needs of the business. Additionally, I worked on special projects where I provided leadership coaching and consultation to individual teams. Projects included:• Designing and implementing a scalable solution (eLearning curriculum) to support a change initiative resulting in increased competency and streamlined tracking of skill development for global call center employees• Facilitating team coaching initiatives using EQ-i 2.0 and DISC assessments

Washington, District Of Columbia

In my senior manager role at USAC, I shifted my focus to talent management and led the transformation of the talent review and succession planning processes. This project included collaborating with HR Business Partners to define and map the old process and discuss pain points. I led my team in implementing a talent and succession planning module in Cornerstone. I led the development of the change and communication plans which included developing training to educate leaders on the process, developing training for HRBPs to lead the process, and creating toolkits for leaders and HR Business Partners. To support the development of high-potential leaders, I conducted a needs analysis by using a leadership assessment and stakeholder interviews to identify strengths and skill gaps to design a leadership program for directors.

Washington D.C. Metro Area

In this role, I was hired to create and manage the company’s first Learning & Development department to support company growth and culture. Under my leadership, my team was able to design, develop, and deliver a management development program, mentoring program, project management community of practice, and an early-career leadership program. As a result of my efforts, I was promoted to a Sr. Manager role in less than a year. Our programs won two Leadership Development Excellence awards from HR.com and our department was recognized as a "Champion of Learning" by ATD.

Washington D.C. Metro Area

The International Society for Performance Improvement (ISPI) is an international association dedicated to improving productivity and performance in the workplace.In this position, I collaborated with the board to grow their social media presence through Twitter (followers increased by 110%) and LinkedIn. I also created branded templates for marketing materials.

In this role, I provided consultation to the business owner to transition a WebEx learning program to a blended program (e.g., WebEx and eLearning / CBT). I used my experience with the ADDIE process and principles of adult learning theory to complete a training needs analysis and to design of the overall program structure. I also designed and developed multimedia eLearning courses using Adobe Captivate. Finally, I designed course and program evaluation tools using Kirkpatrick's Model of evaluation.

Bowie, Maryland

In this role, I partnered with leadership to assess training and organizational development needs. I led and coached a team to design, develop, and deliver company-wide and department specific interventions to align learning and development solutions to business priorities.Key Accomplishments:Awarded Training Magazine’s 2018 Emerging Training Leader Award for supporting a site closing with change management trainingLed cross-functional project team in job analysis and revamp of the field role onboarding process. Designed a blended training curriculum to scale delivery of job-specific skills to over 1,100 field operations associates across the United States. Redesigned curriculum projected to save the department over $500,000 in annual training costs upon project completionLed strategy, integration, and rollout of new competency model to include integration with talent management processes (e.g., training, succession planning, performance management etc.)Led team responsible for redesigning compliance training. This included redesigning the content and moving from manual to virtual administration via our LMS. The results of our efforts allowed us to deliver the program to over 5,000 employees resulting in 100% of employees being compliant by the end of the window vs. 60% the previous yearDesigned, developed, and implemented the company's first performance management training program resulting in a culture of manager-led coaching and increased engagement scoresCollaborated with SMEs to design technical training on company products and complex healthcare topicsExpanded course offerings by 20% with no increased cost to the company by completing a vendor comparison analysis and analyzing course survey metrics

Bowie, Md

I was hired to support the implementation of the company’s first Learning Management System. My work included assisting with configuration and build-out, marketing, user education, portal design, curriculum design, and reporting. I also collaborated extensively with HRBPs, subject matter experts (SMEs), and management to support company-wide and department training programs and initiatives.Key Accomplishments:Pitched a successful business case for the adoption of Adobe Captivate Spearheaded internal marketing efforts for courses resulting in 86% increase in registrationsEnhanced onboarding process of a department by redesigning courses and migrating distribution and reporting to the LMSBuilt the online process for the Employee Handbook Acknowledgement resulting in decreased paperwork and streamlined reporting for the Human Resources department

Fort Meade, Md

Designed, developed, and facilitated lesson plans for grades 9 - 12 in English Literature. Conducted assessments to identify skills gaps and create development plans to improve student achievement scores. Advised administration in the planning and implementation of the School Improvement Plan to ensure alignment with county-wide initiatives. Selected twice as model teacher for county’s Right Start Teacher Mentoring ProgramCoached and supported new teachers contributing to strategic goal of retaining first-year teachersDesigned and facilitated professional development sessions on incorporating technology into the classroomRedesigned college-level English curriculum resulting in the highest score increase (25%) in all subjects Designed English curriculum for the county’s nationally recognized Homeland Security Program

Baltimore, Maryland Area

Designed and facilitated workshops on Leadership Development and soft skills for teenagers. Collaborated with Program Director to make workshop improvements. Monitored and reported on learner progress.

Washington D.C. Metro Area

Launched workforce development program focused on providing career support to at-risk youth. Provided guidance and coaching to case workers. Created client development plans and provided on-the-job coaching.Fostered partnerships with over 15 organizations in order to increase referral base & visibilityAdvised local nonprofit and government agencies on training solutions to build skill capabilities of their client baseCoordinated and facilitated marketing plans designed to enhance relationships with communityDeveloped training modules and facilitated workshops focusing on soft job skills Prepared comprehensive analytical reports for management and funders on department metrics

Washington D.C. Metro Area

Supported Director of Human Resources in daily operations of the department. Coordinated new employee orientation and onboarding efforts. Audited and managed personnel files and database to ensure compliance. Coordinated logistics for two major professional development conferences with over 100 attendees.