Teresa Perdue Email & Phone Number

Greater Seattle Area

Donor Stewardship and Solicitation, Wish Family Outreach, Annual Giving Campaigns, Wish Night Gala/Auction procurement, Corporate Giving and Community Outreach. Managed the research and outreach to corporations and foundations for sponsorship of our 2016 Walk for Wishes. Reached out to wish families, former trustees and volunteers to support and attend the event. Welcome call to wish families whose child qualified for a wish and created summary for wish granting volunteers. Fundraising & Special Events - Solicited procurement of items for Wish Night Gala & Auction, analysis of trends of items procured in the past in preparation for mass mailing and distribution of mass mailing for procurement of donations. Workplace giving - UW Combined Fund Drive Charity Fair & Silent Auction and the 2016 King County-North Puget Sound Combined Federal Campaign. Volunteer Recruitment & Development -Volunteer Lead for Macy’s Holiday Parade and recruited/staffed/trained volunteers for Santa Brunch.

Managed Seattle and Global Human Resources Skills to Succeed initiative, recognized as a volunteer leader and a mentor for non-profit leadership programs for young people. The Skills to Succeed Program prepares the next generation to join the workforce, readying them for new job and career opportunities and supports entrepreneurs in launching a business. Managed recruitment of volunteers for events, responsible for internal communications to promote events, tracked volunteer hours/reporting, grant funding and partnered with company leadership. *Year Up – Accenture Relationship Manager and Mentor - Year Up empowers low-income young adults to go from poverty to professional careers in a single year. The program provides six months of technical and professional skills training and a six-month internship. Managed recruitment of mentors, lead professional clothing drive and facilitated grant funding process. *University of Washington’s Entrepreneurship Business Plan Competition (Recruitment of volunteers, judged competition and reviewed 36 business plan summaries, discussed proposed business with representative teams and voted for top five teams)*DECA – Provides real-world experience in the fields of marketing, business and entrepreneurship to develop high school students into future leaders. DECA creates a partnership between businesses and education; recruited volunteers and participated the past four years as a judge for role play and business plan competitions and mentored students at the Regional, Washington State and International DECA competitions. *Future Business Leaders of America – High school program which prepares youth for their future in the business field. Served as mentor and volunteered at the FBLA Regional, WA State and National Competitions the past four years. *Hopelink Field of Dreams Career and Resource Fair and Hire America's Heroes - Our team focused on resume writing and skills interviewing.

Transformed the talent landscape and provided clients with the right skills and creating a new skills taxonomy. Charter was to simplify and clarify skills and specialization for employees and the business. Overall management of multiple project work plans, engagement with key stakeholders, researched and developed process and technology impact analyses, partnered with our professional communities, learning and talent development and core process and technology owners/teams to create detailed processes, tools and implement the new skills taxonomy.

Served as Project Manager for Accenture's Employee Value Proposition and Employee Engagement/Experience program for each of our unique businesses. This moved us from one common Accenture Career experience, to creating unique ‘Accenture experiences’ by entity to excite, motivate and delight our employees. Which reflected the diversity of our businesses and the diversity of the labor markets that we compete in. Launched "Crowdsourcing" events to fully appreciate the expectations and aspirations of all our people and in order to understand the expectations of future employees, we conducted an external crowdsourcing event and researched what our competitors were offering. Each entity took the results to create their own new Employee Experience. Managed project work plans, created status reporting for leadership, analyzed data from crowdsourcing events, created deliverables for each entity and directed overall stakeholder relationship management.

Led and project managed teams designing the components for Leadership Careers; one of the primary goals of Leadership Careers at Accenture was to give our leaders a clearer sense of their career choices and expectations. Managed role framework design and operations for all Accenture employees below Leadership. Ensured all deliverables were managed and created on time with exceptional quality. Partnered and directed the teams to work diligently and effectively in order to enable this; pointed out areas where greater efficiencies could be found to streamline processes and activities. When faced with challenging deadlines and competing priorities, drove the team to adapt and meet the challenges head on. Led activities for the Expert Career Model Program; provided career opportunities for those who wished to grow professionally as one of our deepest experts in a specific industry, technical or functional area. These experts are recognized internally and outside Accenture for their expertise. Supervised Workforce Architecture team members; created a team that partnered together, were hard working and results and goal oriented. Guided team members in India/Buenos Aires on role design and career framework components and processes. Fostered a culture of personal connection and open communication.

Managed the operations of standard jobs and associated Career Framework components, partnering with various stakeholders, Subject Matter Experts’ and Global HR teams. Responsible for creating all processes and communications to all user groups; managed project work plans, documented milestones; met with responsible parties and established timelines. Ensured work plans were viable and understood, revised milestones, created issues log and meet with key contacts to ensure deliverables were being met for successful implementation. Resource Planning and Supply/Demand Management for Outsourcing Growth Platform; researched the Key Business Requirements for Demand and Skill Tracking and Supply Availability by Service Group/geography; analyzed how demand was entered, systems/tools used, type of open demand being tracked, use of CV resume, calendars, skills list and reporting. Responsible for the AO/IO implementation of myScheduling globally, focused on determining supply/demand management process by Service Group, partnering to implement by geography, including communication and implementation plan based on identified requirements.

Lead for the Sandvik Absence Management team, with overall responsibility of clients’ leaves management program. Partnered with client’s Human Resources team to successfully transition new client; created detailed process flows, designed and implemented new procedures, policies, forms and reporting and created job aids for their 27 companies/locations. Provided expertise in the area of disability, i.e. FMLA, short and long term disability, maternity, worker’s compensation, and military, unpaid and personal leaves of absence. Defined standards and reusable approaches and provided guidance and created extensive training programs for the leaves team. Executed processes and advised client personnel, according to client policies, in managing services provided for all types of leaves. Created transition materials, provided critical direction and advice and leadership to the transition team for prospective new clients.

Developed and launched innovative HR programs transforming workplace culture and morale, providing recognition and tools to build team relationships and increase workplace flexibility. Led, designed and executed global integration program for new employees; developed on-line tools, program website and processes which guided new employees from pre-start through orientation, to on the job training, and ongoing career planning and development. Program reduced employee turnover and enabled timely transition into the organization. Reduced company training expenses by introducing new career development program; created new curriculum guidelines by career level and developed a no/low cost training program. Managed and initiated global employee survey in four countries. Developed survey design, analyzed results, conducted follow-up focus groups, developed communications and created action plans which resulted in implementation of new programs and policies that increased employee retention and morale. Managed the development and implementation of PeopleSoft HR portal, Cyborg payroll conversion from ADP, W-2 processing, Electronic Earnings statements and HR payroll interface and creation of the Accenture HR Services website; successfully led teams of human resources, IT and marketing professionals to complete deliverables, perform user testing, developed and delivered training and created communication to the end users. Successfully managed company name change from ePeopleServe to Accenture HR Services and rebranded all U.S. business units and office locations by creating detailed work plan, budget, communications, and global sales collateral, thereby ensuring compliance of new corporate visual identity.

Managed the professional development initiatives for the U.S. Communications & High Tech professionals’, partnered with HR Leadership to manage and track learning trends and prepare organization for changes in training curriculum development and delivery. Ensured training being developed met the needs of the individuals by working closely with training curriculum and delivery leadership. Responsible for all U.S. C&HT Training Operation functions; training registrations, cancellations and confirmations for all Central, Local, Vendor and eLearning courses. Developed and analyzed financial reporting, examined individual and market unit training budgets, course usage and cost of training for HR leadership. Core team member of (myLearning) Docent Learning Management System formed to develop and deploy system to 70,000 global employees from pilot to enhancement; team created role descriptions, process flows, evaluated on-line reporting, performed user testing, developed communication plan and internal communications, created training documentation and delivery as well as job aids for end users. Supervised virtual Learning Coordinator team; managed their training and career development, performance management, coaching and recognition.

Directed new employee integration program by building key relationships within human resources, professional development and recruiting organizations to plan, budget and coordinate the effective integration of new employees. Orchestrated the design, development and delivery of the program and monitored performance by incorporating efficiencies through the development and implementation of feedback mechanisms. Successfully integrated experienced hire executives and consultants, with primary emphasis on their first year from pre-orientation calls through end of program consultations, tracking and reporting. Supervised a virtual team of U.S. Integration Coordinators; provided performance management, career development guidance and coaching.

Managed the professional development of executives in the Electronic & High Tech Operating Unit; identified, evaluated and recommended internal/external vendor training programs to meet their specific developmental needs. Held mid-year and annual consultations to review and approve their Professional Development Plans. Lead and/or team member for the following global initiatives/task forces; Global Curriculum Training Advisory Committee, Global Consulting Seminar, Cultural Diversity research, Business Integration, Process and Communications Tune-up training. Supervised, hired and trained local and Chicago based training assistants.

Nonprofit Management Certification, Fall: Management & Operations, Winter: Leadership & Strategy & Spring: Fundraising & Communications

Strong focus on a nonprofit's relationship with the external community. Branding, strategic communications, message and case development.

Business