Sarah Bloom Email & Phone Number

Unlocking human potential in the AI era through personalized, immersive and simulation-based leadership development for executives.

Calhoun, Georgia, Us

Hartford, Ct, Us

Designed and implemented company-wide succession planning & talent review process to improve operational bench-strength and business continuity. Designed and implemented career paths for operational leadership roles that included simulations but had a strong focus on on-the-job development of leaders. Serves as executive coach for senior leadership. Designed and facilitated leadership development courses on topics requested by functional leaders. Designed and implemented assessment strategy for high-potential leaders.

Houston, Texas, Us

Grew business from $35K in revenues in 2018 to $500,000 in revenues in 2019. while working to acquire, develop and maintain strategic accounts with large, fortune 1000 and other key corporations. Developed and maintained multi-national manufacturing relationships to increase product offerings and ensure competitive pricing. Actively manages and ensures that digital marketing strategy is streamlined from initial contact to CRM stages. Develops, coaches and trains sales team to shorten sales cycle and improve product knowledge. Teams with software vendors to improve product offerings and beta test new features.

Irving, Texas, Us

• Responsible for being the thought-leader in creating, implementing and driving execution of programs and technology to support accelerated development of leadership.• Implemented use of innovative metrics in a talent setting to better refine and direct talent strategy and resources.• Transitioned the organization from tactical succession planning to strategic succession management to ensure leadership continuity and bench strength.• Owner of the performance management process responsible for ensuring the performance cycle is supported by best-practices in leadership skills and technology.• Development of human resources business partners in the execution of innovative talent strategy to ensure operational HR support is successful in implementation initiatives.• Redirected organizational focus from traditional training to experiential development by creating a competency-based experiential learning library that drives on-the-job development of leaders.

¥ Advised clients in the oil & gas and utilities sectors on various change management projects that involved creation of change plans that included organizational design, stakeholder analysis, technology implementation and process improvement. ¥ Change management lead for a spin-off of a master limited partnership at an independent energy firm. Project involved conducting stakeholder analysis, identifying areas of change resistance and advising client on plans to mitigate change risk.¥ Org Design Lead for a smart meter implementation project at a utility organization helping ensure a successful re-organization process.

Sugar Land, Tx, Us

Manages team of curriculum developers, project managers and consultants to execute the strategic learning objectives of the organization. Job duties also include strategic oversight of regulatory and compliance changes and implications for training.

Serves as OD consultant for assessment centers and simulations.

Partnered with consulting firms to deliver employee assessment solutions and provide guidance to customers on other talent-management related initiatives. Often served as lead consultant on contract on projects with Assessment and Development, Inc. Employee AssessmentAssessed individuals in both group and individual activities to determine eligibility for employment for various client organizations consistently improving the quality of hires. Trained and provided oversight for client employees involved in the assessment center process. Assessments included evaluating personality, problem-solving skills, interpersonal skills and communication skills.Job AnalysisPerformed job analyses for various positions within multinational petrochemical organizations and government agencies to ensure accuracy of job descriptions and make optimal hiring and promotion decisions. Used job analysis outcomes in the creation of employee assessments for promotion and hiring purposes.Competency ProfilingDeveloped competency profiles for clients to use in hiring and identifying training needs which helped to improve the quality of hires and improve skill gaps. Assessment CreationDeveloped, implemented, and validated assessments and interviews for various petrochemical and oil/gas organizations to improve quality of hires and aid in retention. Assessments that were created evaluated both job-specific knowledge and work personality. Expatriate IssuesCreated a benchmarking study for expatriate best practices as part of an ongoing initiative by a petrochemical organization to improve their expatriates' experiences.

Marseille, Provence-Alpes-Cote D'Azur, Fr

Responsible for the development of strategy and execution of projects regionally and globally. Projects include leadership training, employee engagement surveys, implementation of assessments and mentoring programs.

Identified and implemented process improvements for the full talent management cycle to be included in the implementation of a learning and talent management system. Succession PlanningDeveloped tools to improve the succession planning process.Partnered closely with multiple business leaders to ensure key organizational positions had strong succession lists. Workforce PlanningIdentified areas of improvement and designed targeted training to address gaps. Trained HR Business Partners to utilize the new process and tools within the respective lines of business helping improve the ability to forsee short and long-term talent needs. Employee LearningConducted training needs analysis with senior leaders and HR business partners to prepare for the implementation of a new LMS. Partnered with senior learning staff to identify and implement best-in-class blended learning solutions for the new learning management system.Employee Engagement Conducted a comprehensive request for proposal (RFP) for identifying an employee engagement survey provider. High-Potential Evaluation Led a global team (US, France, Canada and Argentina) tasked with identifying an effective solution for evaluating employee potential world-wide. Made recommendations to senior leadership regarding process improvements in the identification of employee potential. Created a toolkit for use in the United States to improve the identification of talent.Employee DevelopmentAssisted business leaders in developing strong development plans for employees. Resulting action plans ranged from long-term coaching to on-the-job experiential learning.Performance ReviewsLed a global team (US, Canada, France and Germany) tasked with improving and standardizing the performance management process. Identified improvement opportunities and made recommendations that were accepted by senior leadership and will be implemented for the 2011 performance cycle.

Atlanta, Georgia, Us

As a team member in The Leadership Institute identified training needs for retail leadership, developed training for retail leadership and evaluated the efficiency and effectiveness of the training delivered.Assessment CentersCertified assessor for the Store Leadership Program (SLP), the talent management program for identifying and developing store managers. As an assessor, conducted interviews, assessed applicants and made hiring decisions.Assessments resulted in better hiring decisions and decreased turnover. Leadership DevelopmentDeveloped leadership training solutions for the field retail organization which increased retention of leaders and facilitated best-practices leadership. Designed and implemented an integrated leadership development program for over 30,000 front-line leaders as a core member of a cross-functional team. Training ExecutionLed a cross-functional training-design team to deliver the curriculum for a one-week classroom-based training session that was designed to help new district managers lead districts with total revenues of $300-$700 million. Training session agenda included presentations by senior leaders, including the CEO, CFO, and division Presidents. Training Needs AnalysisConducted focus groups and interviews with subject matter experts, and analyzed performance data to identify the training needs of retail leaders. Training Effectiveness EvaluationAnalyzed the impact of training on key organizational metrics including average ticket price and total sales. Identified an increase in average ticket as hours of training increased accounting for just over $200,000,000 a year.Developed and administered surveys that evaluated various training sessions and conducted statistical analyses of results to determine training effectiveness.

Master Of Business Administration (Mba), Entrepreneurship/Entrepreneurial Studies

Phd, Industrial/Organizational Psychology

M.A, Industrial/Organizational Psychology 2006

B.A., Psychology