Simone Hanna Email & Phone Number

Scope Statement: In my role as the Head of Strategic Planning and Continuing Education I lead high-level strategic planning sessions with the Executive Leadership team to set long-term goals and objectives, fostering a culture of accountability and excellence within the organization. Additionally, I design and deliver curriculum for continuing education programs, supporting clients in healing relationships, improving communication skills, and discovering new career paths.

Calgary, Alberta, Ca

Scope Statement: Accountable for the strategy, execution, and effectiveness of all aspects of the L&D function that included: Performance Management Program, Ethics Program, Values Based Training Curriculum, Succession Planning Program, High Potential Identification and Development, Diversity & Inclusion, Facilitating Team and Strategy Sessions, Metrics, Continuous Improvement. Some key accomplishments:• Designed, developed, and executed the training matrix using a mix of mediums: Teams, Teams and in person, in person delivery and in multiple locations. Topic examples: Ethics, Respectful Workplace, Speed of Trust, Communications, Manager Training Series, Unconscious Bias, Appreciation Workshop, Indigenous and Treaty Awareness training and more with a consistent satisfaction rating of 4.5/5 and 100% agreement as impactful learning, useful, and useable in daily work life. Improved “safe” engagement rate by 7% within 12 months.• Designed and administered an employee culture survey, delivered results to organization, and created strategy to address deficiencies. Areas for which I had direct impact upon were improved up to 12% within 12 months.• Redesigned and managed Performance Management Process so that leaders and employees alike found the process more meaningful and easier to use causing greater engagement and 100% completion organization wide.

Scope Statement: Supported clients in the creation and execution of talent development strategies by designing and delivering training programs and coaching to the employees of their corporate clients. • Performed due diligence on HR related activities to support company acquisitions so that client could make informed decisions on health of workforce of business purchase. (Deloitte M&A)• Created change management plans and supported clients on execution of same until traction achieved and programs transitioned to in-house function.• Performed organizational assessment to determine learning needs of the workforce.• Designed, developed, and delivered management training programs. (SAIT & MRU)

Dallas, Texas, Us

Scope Statement: Led a team of seven exceptional L&D professionals, set L&D budget and accountable for all technical and general leadership training and development. Additionally, grew talent pipeline by identifying and developing high performers and ensuring a living succession plan in place for top three levels of leadership. Some key accomplishments: • Used workforce analytics, that revealed a looming leadership talent shortage, to develop, and rollout, a high potential program designed to ready participants to take on a role one level higher within two years. Created a curriculum rooted in science, and simplicity where experiential learning formed the bulk of development activities. Outcomes included less organizational risk and improved high potential employee engagement and retention. Program is still going strong today; 9 years later.• Grew Management Training Program (field Superintendents) 300% over a two-year period resulting in talent pipeline strength and reduced risk of not having sufficient leadership to oversee projects and to be able to bid on and run more concurrent projects.