Primary responsibility is to function as the RELX Global Workday Career Product Owner for the Talent and Learning functional domains. Manage the team and workload through capacity planning, as well as the develop the product strategy and roadmap in support of HR initiatives. Work closely with HR Technologies leader, COE leads and other product owners to maintain a holistic and efficient vision for the Workday ecosystem.

I was responsible for the design and delivery of the training and change leadership strategy and plan for implementation of the new HRIS/ERP system, Workday. Successfully implemented the system with a 99% adoption rate the first week. In 2018 this was the highest adoption rate that Workday had seen with any implementation and as a result I was requested to present at their national convention. For the next year I continued to be responsible for the design and delivery of an overall training and change leadership strategy and plan for HR projects and initiatives including a communication, sponsorship, reinforcement and readiness strategy and plan. Served as project team coach and facilitator for supporting HR change. Created a structured change management implementation strategy so that there is consistency in adopting change for every employee, every project team, and every department. Develops counter strategies to reduce change resistance and address the doubts and uncertainty surrounding the change to foster a positive acceptance of change. As a member of the Workday Analyst team, I learned how to provide Workday system administration and later served as the super-user and subject matter expert in our instance of Workday. Responsible for ongoing support, updates, and configuration of Workday. Configure, support, and optimize the design and development of Workday. I maintained responsibility for understanding business requirements, configuring the Workday HCM product and creating documentation as needed. As part of the team responsible for system upgrades and modifications including identifying requirements, configuration, testing, and implementation. Create testing strategies, develop test cases and scenarios, execute testing plans, and monitor defect reporting for enhancements and expansions of technologies.

Oversee Dayton Children’s human resource information system (Workday) for Human Resources. Oversee a team of solution analyst who are responsible for responsible for the day-to-day system support including setup, configuration, security, maintenance, user support, testing, troubleshooting and other projects or responsibilities as required to evolve Workday. Provide strategic and operational direction for all HRIS functions, ensure stakeholder support and adoption of Workday system. Work closely with business partners across HR and IT to collaborate on rollouts of new features and processes in Workday. Gather and analyze business requirements and coordinate productions of detailed functional specifications for development and design solution to meet business need. Serve as a Subject Matter Expert on Workday functionality. Provide guidance and recommendations on system functionality and design to meet business needs to Executive Leadership. Oversee and execute testing of enhancements and new functionality, including the production of test plans and scripts, coordination of User Acceptance Testing, defect logging and resolution management. Support system maintenance and updates, including tenant refreshes and Workday releases. Leverage business knowledge and expertise to identify opportunities for process improvements.

I moved to the Learning Department in June of 2019 to oversee the transition of the learning management system over to Workday Learning and was instrumentation in the successfully launch of Workday Learning in 2020. As the Manager of Learning & Change Management I currently oversee all content development and delivery to educators and trainers, including new and existing partners. I manage the design and content behind Dayton Children’s Workday Learning system, workshops, and programs, and works closely with the leadership to ensure these align with organization initiatives. I oversee design and create content for workshops and standalone online resources in collaboration with other key staff and/or partners, support programmatic efforts with aligned content and resources to Dayton Children’s initiatives. This includes partnerships with outside resources, such as University of Dayton, in providing on-going leadership development. Although Dayton In my Change Management role, I am responsible for leading and implement change initiatives related to business processes and technologies. I develop project strategies and plans, including stakeholder assessment, communications, leadership alignment, organization transition, change readiness, capability transfer, and end-user training. Facilitate change management activities with cross-functional team members and stakeholders to understand and ensure adoption of the enterprise business transformation.

As a National Manager I provide continued account management and leadership support to our Community Behavioral Health Clinic Partners including Medical Directors, CEO’s and COO’s, to ensure the most success from my Coordinators. I also execute new site openings, presentations, project management, and training. Some of my duties include, but are not limited to recruiting, hiring, employment offer, wage negotiation, orientation, and on-boarding of new Clinical Medication Coordinators; as well as managing a team of Trainers, along with 300 employees. I supervise continued development of my Coordinators & Trainers by conducting formal performance reviews at completion of probationary period and annually. I am considered an expert with this model and I am a resource of knowledge of state regulations and laws in all states Genoa/QoL occupy and provide ongoing consulting with Operations Directors and Pharmacy Managers to ensure compliance.

Human Resource Director with extensive experience in all facets of Human Resource administration. Proven accomplishments include strategy & planning, policy & procedures formulation and implementation, strategic recruitment & placement, employee/labor relations & mediation of union grievances, human resource budgeting, management of leave of absence programs and personnel records. Effectively reduced costs associated with worker’s comp injuries by 82%. Single handedly developed new employee orientation and on-boarding experience, effectively reducing the new employee turn- over and increasing the overall employee retention by 30%. Contributed to the creation of action plans and provided training to the Management Team on use of these plans as well as the better performance evaluations, employee development and motivation.