Frederick, Maryland, United States
I am passionate about creating a work environment where people can thrive. I am driven by the idea of equipping people with the tools they need to be successful, and surrounding them with the types of supportive relationships that encourage them to take risks and pursue excellence. I understand that when people are in a setting that gives them both the freedom to fail and the motivation to achieve, they will attain greatness...and that this setting is what all companies, leaders, and colleagues should constantly strive for. These are the ideals that inspire me every single day. I am lucky that the things that inspire me in my life are also the things I get to work on in my career. I am grateful that more and more evidence shows that employee engagement, people development, and talent management are not a distraction from the bottom line, but are necessary for it. I have been fortunate enough in my working life to have been given opportunities to lead, take risks, succeed, learn new things, and make a meaningful impact...and I have been smart enough to take advantage of those opportunities. I aim to create (and help others create) the kind of environment where others have the same opportunities I was given - and feel empowered to take advantage of them.
*In collaboration with other HRBPs and the People dept, implementing solutions to meet changing business and talent needs to support the Foundation and team objectives, proposing plans which build capability, and delivering against the strategic initiatives of People *Supporting the talent review processes to recommend skill building for an employee, team, or manager to achieve their goals *Organizational Development & Design: implementing solutions that improve employee engagement, retention, leadership development, org culture, and productivity *Employee Relations: working closely with staff to improve work relationships, build morale, and increase productivity and retention, including mediating complex staff issues with compassion, active listening, and understanding, while maintaining confidentiality *Working with the Learning & Development team to identify training needs for teams and individuals to support staff to prioritize and implement best practices in their respective work areas
Performance Management - In collaboration with senior organizational leadership and L&D leadership, owned, maintained, and overhauled the organization's performance-related processes, including introducing individual goals for the organization, revamping peer and upward feedback mechanisms, replacing annual performance reviews with quarterly performance touchpoints, and a full revolution of the promotions process. - For each of these performance processes, provided individualized coaching and synchronous and asynchronous training for all staff and managers. Engagement and Attrition - Drove and maintained all engagement and pulse surveys, including building and launching the survey, analyzing data and reporting on results to executive leadership and board members, and providing guidance for managers on how to review and discuss their results with their teams. - Owned and revolutionized the exit interview process, moving the steps of the process from individual documents and no data tracking to a survey platform that allowed leaders to review data and trends. Learning and Development - Assessed the learning needs of the organization through engagement and onboarding survey data, conversations with influential leaders, and close relationships across the organization to develop meaningful and scalable learning solutions - including “department tours” and bolstering our asynchronous content. - Partnered with HR Business Partners, senior leaders, and line managers to identify learning needs and strategize learning and communication solutions, specifically around disseminating our complex people processes for staff and managers. - Worked with external learning partners and facilitators to tailor content based on organizational context and needs, in particular for our leadership development programs. - Developed workshops for teams and leadership cohorts to address team dynamics and productivity concerns.
- Assist Director of Talent Development and Inclusion with event planning for vendor-led learning and development workshops. - Gather and maintain organizational training and compliance data. - Work with internal SMEs and external vendor experts to build HRIS solutions that meet employee needs, including learning and performance management systems. - Launch learning management system to the organization and create strategies for onboarding all staff to the platform. - Launch the year end performance review process, including system implementation and creating supporting documents. - Build relationships with internal and external department leaders to advocate for the value of learning and development within the organization.
Support the training process of aspiring leaders/new managers, and the ongoing development of tenured leaders by: - Gathering needs assessments through survey data, focus group feedback, performance review data, and collaboration with HRBP and department leaders to drive program design for new and pre-existing development programs. - Planning, researching, and writing content for synchronous soft skill and leadership development sessions. - Delivering virtual and in-person training sessions through utilization of presentation software to create an interactive and meaningful experience. - Developing and managing project plans through agile methodology and project planning software. - Designing and implementing a Leadership Academy program that prepares current teachers/aspiring administrators for leadership roles in administration for virtual K-12 schools through scenario-based, community-based, instructor-led and experiential learning experiences. - Supporting leadership with executive coaching initiatives. Implement a comprehensive people development strategy by: - Supporting and facilitating soft skill development programs for staff-level employees that onboards them to our unique culture and promotes a community of successful educators across schools. - Working with SMEs to create and maintain job aids, toolkits, and guides for a variety of programs, processes, and procedures. - Developing a yearlong maintenance strategy for auditing and updating hundreds of resources on a semiannual basis. - Creating a mentor program that matches mentees to mentors to foster community; provide mentor with the resources they need to support their mentees. Contribute to a total talent management strategy by: - Working with SMEs to develop role-base competencies. - Using competencies to create strategies for recruiting, performance management, skill gap analysis, and development program and content creation that supports staff and leaders from hire to retire.
Training & Compliance - Use webinar platforms and online-learning strategies to instruct staff on the proper use of important technologies - including Google Suite, VoIP, proprietary technology, etc. - Maintain and implement a year-long training and compliance project plan to include collaborating with SMEs to develop training courses, determine training course assignment for over 4000 employees based on their role and training/compliance needs, and tracking training completion for over 100 courses within our Learning Management System. - Collaborate with the multimedia standards & design team to create compliance training courses on topics such as Preventing Workplace Harassment, Students in Distress, FMLA/ADA, and Employee Orientation. Learning & Development Programs - Support the employee and manager training process by developing, designing, implementing and facilitating trainings for hard skills, soft skills, and compliance-based content. - Develop programs for employees and leaders that encourages learning and development - to include maintaining legacy programs, revamping/rebuilding current programs, and building/piloting new, innovative programs. Employee Experience & Organizational Effectiveness - Work closely with the employee engagement team to implement employee satisfaction surveys and create action plans to build a more positive work environment. - Support employee engagement initiatives that improves employee morale, a health work-life balance, workplace productivity, a collaborative virtual culture, etc. Other Tasks - Develop and maintain the project plan for the Open Enrollment process including creating resources and tools for employees to best understand their benefit options. - Work with SMEs across HR to audit/create resources for staff and management - including developing document integrity standards and a comprehensive audit process to update current resources, and creating new documentation to streamline processes and simplify concepts.
- Develop effective induction programs. - Revise current policies in order to adapt to changes occurring in the work environment. - Train current employees on newer technologies. - Create corporate documentation regarding new policies and procedures. - Collaborate with departmental managers to assess the training needs of current and new employees. - Onboard new hires. - Assist the Order Entry Supervisor in leading and performance management of Order Entry department.
Utilizing dual pharmacy programs to maintain patient records and enter patient medical orders. Working in collaboration with pharmacists and medical records to meet departmental goals and objectives. Communicating with nursing staff to ensure accuracy of patient demographics and optimize patient care.