Ryan Stout Email & Phone Number

Denver, Co, Us

Broomfield, Colorado, United States

Denver, Colorado, United States

Englewood, Co

Responsible for organizational change management and communications activities for key HR integration projects related to Jacobs’ acquisition of CH2M, such as: HRIS and learning management systems integrations; implementation of ServiceNow for HR and subsequent transition to tiered HR services model; health, welfare, and retirement benefits harmonizations; rollout of a new compensation structure; and the implementation of a new employee career development framework. Organizational change management and communications activities include:• Consulting with project teams to identify stakeholders and conduct change readiness, impact, and risk assessments.• Defining success with the project team and identifying metrics to measure progress and success.• Partnering with project teams to create a change management strategy, develop change management and communications plans, sponsor roadmaps, training plans, and resistance management plans.• Partnering with internal and external stakeholders to manage project timelines and timing of communications from different initiatives across the organization.

Ulaanbaatar, Mongolia

Short term international assignment providing HR support to the Oyu Tolgoi mining project in Mongolia.• Led year end performance management and merit planning process for Jacobs staff on site.• Developed and led training program for local HR team on Oracle and Tableau.• Facilitated training sessions with local finance team to enable transition to a new electronic timekeeping system.• Partnered with local finance team to resolve outstanding renumeration issues and perform an HRIS data audit.• Advised local leadership team on workforce planning and redundancy activities.

Englewood, Co

• Project manager for the annual merit planning process with a total budget of $37 million USD.• Led data quality audits in collaboration with the HRIT team and HR Business Partners to ensure data accuracy.• Coordinated and led User Acceptance Testing (UAT) of the merit planning tool.• Developed and led manager training sessions on the use of the merit planning tool.• Collaborated with country payroll leads to ensure merit increases were applied accurately and timely.• Managed CH2M Rewards & Recognition (R&R) tool with a total budget of $4.5 million USD.• Managed day to day operations and annual closure of the R&R tool. Collaborated with the HRIT team to resolve technical issues and ensure recognition and achievement awards complied with CH2M policies.• Generated monthly and annual reports for the business on spot award spend vs. budget.• Completed geographical code review comparing how legacy CH2M and Jacobs accounted for differences in cost of labor throughout the US, and how we might align geo codes in the new organization.• Consulted with project teams providing market analysis to support new annual rate proposals for their clients.• Consulted with HR delivery partners on compensation related employee issues.

Englewood, Co

• Consulted with managers daily on employee related issues, such as: team chartering, succession planning, performance issues and investigations, compensation, badge flips, etc.• Led job description and resume verification process for a project that had been put on a performance improvement plan by the client. The project was completed ahead of schedule and to the satisfaction of the client.

Englewood, Co

• Partnered with the principal instructional designer and sales leadership team to develop and deliver three Client Account Manager summits for our sales teams.• Developed and facilitated capabilities expositions during each summit with the goal of educating the sales teams on specialized engineering capabilities available across the organization. As a result of these expositions, an estimated $500K worth of work was brought back into the organization that otherwise would have been subcontracted out.• Partnered with the succession planning program lead, HR leadership, and executive leadership teams to facilitate two Executive Talent Reviews. Worked with the succession planning team to identify potential successors for executive leaders, create development plans for successors, drive accountability for acting on successor’s development plans, and identify high potential talent further down in the organization.• Led measurement and reporting on CH2M learning and development programs.• Assisted in the delivery of HIPO leadership development programs for emerging leaders across the business.• Completed User Acceptance Testing (UAT) and developed user guides and trainings for the roll-out and implementation of the Oracle Taleo Performance Management module.

Englewood, Co

• Made major contributions to the successful implementation of a new assignment management platform with an aggressive 6-month timeline.• Leveraged knowledge of computer programming to act as a liaison between my team and our software vendor.• Translated CH2M policy into logic-based, automated, calculations to be used in the generation of expatriate cost estimates, reducing the time required to generate multiple cost estimate scenarios from hours to minutes.• Conducted an analysis of the Goods and Services Differential Allowance (GSDA) bi-annual process. The analysis and subsequent recommendations resulted in an estimated annual savings of $21,000 and over 100 work hours per year.

Houston, Texas

• Assisted in the development and launch of a career-mapping tool that enabled ~600 employees to plan their career track. The tool also served as framework for development discussions between leadership and staff.• Partnered with line of business leaders to resolve issues related to staff development and rotation of 25 incumbents in the Shell Graduate Program.• Conducted a deep dive talent review and gap analysis of approximately 1,500 employees for the 2015 Affirmative Action Plan. Facilitated discussions with HR & Talent leaders from 5 lines of business to ensure high potential diverse talent were getting purposeful development assignments.• Partnered with leaders from 5 lines of business and finance to create a workforce plan with a three-year outlook. Conducted training sessions to familiarize colleagues with the workforce-planning tool.

Master Of Science (Ms), Human Resources Management

Activities and Societies: SHRM (Society for Human Resources Management) - Purdue Chapter, Purdue Energy Club, Net Impact

Bachelor Of Science (B.S.), Psychology

Activities and Societies: Research Focused Honors Program in Psychology, Pi Sigma Phi.