Heather Scalf Email & Phone Number

Ludwigshafen, De

Geneva, Switzerland, Ch

Spearheaded global implementation of Workday Human Capital Management (HCM) as Change Management Lead. Established Alcon’s global policy framework and standardized HR, IT, and GBS policies following business spinoff from Novartis.Transformed key insights into input for the broader project plan by conducting 15 global stakeholder interviews that assessed both current state and future needs.

Geneva, Switzerland, Ch

As the SAP Change Management, Organizational Design and Training Lead I am responsible for ensuring end-user buy-in, establishing the awareness and desire for the transformation, and overseeing training. Additionally I have oversight for key change management activities, overall communications, stakeholder engagement and analysis, workforce readiness, and organizational impacts.I still also maintain my responsibilities as the HR Site Head for the Irvine Manufacturing Plant where I am the HR leader supporting Alcon’s surgical console manufacturing facility in Irvine, California with over 1000 employees. As a member of the site leadership team develops the people strategies in the areas of talent management, training & development, acquisition integration, organizational design, succession planning and change management. Reduced voluntary turnover by 6% year-over-year through the implementation of a multi-pronged strategy that improved career clarity for associates, developed leadership capability in key areas and better aligned compensation for critical roles to the local market.Piloted the first team leader development program for Alcon which will be implemented across all Alcon manufacturing sites globally by the end of 2017Successfully navigated the organization through 2 state and federal labor audits.Created a process to remove and reduce pain points that was adopted across sites as a key lever to eliminate unnecessary or overly bureaucratic work.Selected to be a member of the Alcon labor preparedness team. Led audits of two Alcon facilities to determine the risk level of potential unionization

Minneapolis, Minnesota, Us

Identified the primary drivers of U.S. minority voluntary attrition through national surveying, focus groups and statistical analysis • As a result of the findings implemented a new manager-employee relationship building tool as well as integrating the learnings into all key HR processes i.e., how to navigate work style differences in employee engagement, development and assessment • Developed the first-ever Inclusion Leader summits bringing together all the corporate and field leaders with diversity and inclusion accountabilities providing both individual development as well as providing a cross-organizational focus on minority retention • Created the first company-wide e-learning module for managers to assist in evaluating Work Flex requests • Selected as a thought leader by Working Mother Media; • Facilitated multiple seminars on Executive Presence at the 2014 Multicultural Working Mother conference

Minneapolis, Minnesota, Us

Human Resource manager supporting 3 functional areas in the division- Solutions Development, Global Operations, and Workplace Solutions- with 500+ employees in over 5 countries • Led the creation and rollout of new division competencies to better support the global organization of the future • Designed a hands-on training curriculum focusing on the practical application and applied use of competencies • Lead multiple training sessions for both the US and International locations • Designed and led the creation and roll-out of the first global career path within the division • Integrated 4 discipline areas that had been operating separately • Developed hands-on training materials as well as created manager and employee tools for application • Led multiple talent work streams on offshoring projects from discovery work through execution resulting in savings from $500,000 to over $1 million dollars • Designed and facilitated talent review meetings with senior leaders, developing succession plans for the leadership team, development guides for key talent, retention programs for high-risk employees, and action steps for poor performers ensuring a strong pipeline of talent.

Minneapolis, Minnesota, Us

HR generalist supporting 300+ domestic and international employees responsible for food safety, regulatory compliance and quality for General Mills businesses.Restructured the organization to create a more agile, skilled, and flexible workforce to compete with growing food safety regulationReallocated employees by skill set into a regional structure within the field organization while centralizing technical expertise within the corporate officesEstablished a promotion review board (PRB) to evaluate and calibrate talent for senior-level rolesDeveloped an employee-lead team who created awareness and provided opportunities for managers to practice and build skill in providing feedback and coaching

Armonk, New York, Ny, Us

Talent Partner in Somers, NY supporting HR needs of a Software Group with 45,000 personnel • Helped to drive workforce strategies across a business unit with multiple geographies • Supervised a global staffing unit to ensure that planned hiring volumes for acquisitions were met • Architect of IBM’s first ever globally integrated talent roadmap (Talent Fitness Event) for new managers joining the company from acquisitions • Created the Talent Fitness Event which offered newly acquired managers a streamlined and conceptually integrated view of IBM’s HR Programs for use with new employees • Partnered with the Software Sales organization to deliver organizational analysis and metrics forecasting in support of workforce optimization i.e., global attrition and hiring data

Armonk, New York, Ny, Us

Supported 75 managers and over 1,000 employees in Manufacturing and Development Engineering Client Sets • Developed compensation analyses of the Systems & Technology Group (STG) manufacturing divisions • Developed standardized nonexempt IBM manufacturing employee yearly performance objectives and a corresponding manager tool for performance assessments against the common corporate objectives • Partnered with IBM’s Test Engineering Group to analyze an organizational retention issue and create a comprehensive employee development and retention package resulting in zero percent attrition for 2005, improved employee satisfaction, and added an additional $75 K to their overall salary increase program

Wilmington, De, Us

Supported 800± employees in Facilities Services, Corporate Real Estate, Corporate Remediation, and Engineering • Co–led a project to analyze six levels of field representative positions, using a national survey and a pharmaceutical sales models to benchmark core competencies, analyze job skills, and design training • Redesigned the Refinish Orientation Program, linking to the broader corporate orientation to optimize on–the–job success • Played a lead role in developing qualification testing and training to assure compliance with EPA regulations, verify skills of scientists, technicians, and skilled labor to ensure continuous operation, and to deter penalties

Ithaca, Ny, Us

Double major in Strategic Human Resource Management and Collective Bargaining.

M.I.L.R., Industrial And Labor Relations

B.A., Psychology