< Cover < Talent Dev
Change Management
Issue: The requirement for teams to grow and adapt, to meet the goals fo the organization, guides how I approach change management. I have worked on many types of change projects, such as::
Reimagining onboarding for new managers
HR IT platform integrations
Employee mobility outcomes coupled with organization downsizing
Company and department mergers
Initiating new employee development programs tied to Total Rewards
My change management certification not only helps me structure, manage, and maintain change initiatives, but also helps me forecast risks related to employee engagement, department goals, as well as company goals.
Selected Projects
1. “The People Project”
Summary: Catalyzed by the global rollout of the new HRIS system (Workday), this project focused on the adoption of a new performance management model and its related processes
My Role: Change Agent (HR), Training Designer
Change Types: People, Technology, and Process
Business Issue: New HRIS system rollout required development of communications, design/delivery of new training, new performance management behavior expected of all employees, and monitoring of adoption.
Objectives
Assess gaps and harmonize global training
Own stakeholder communication plan
Gather data and report findings to leadership
Make recommendations and updates
Results: Augmented global training resources, coordinated communications for 200+ HR employees, piloted new pull-through training program — exceeding adoption goals at 85% adoption and 98% retention.
Skills Used: Writing, design, learning program design, team and vendor management
2. Learning Management System MIGRATION
Summary: Company-wide learning content migration and talent management process update, tied to replacing an existing LMS
My Role: North America Adoption Lead (Corp. Groups), Change Agent
Change Types: People, Technology, and Process
Business Issue: Global functions were tracking learning data independently with disparate reporting processes, due to a non-centralized LMS strategy (various LMS’s in use).
Objectives
Facilitate requirements gathering
Strengthen global partnerships across global learning functions
Champion local content migration efforts
Results: 12-month harmonization effort gained cross-functional leadership buy-in. Local operations team onboarded.
Skills Used: International travel, facilitation (50+ global learning representatives), cross-cultural communication, project management, writing, executive presentation
3. Career Development Services
Summary: Introducing new professional services focused on career development for all employee levels
My Role: Operations & Branding Strategist
Change Types: Process and Technology
Business Issue: Management culture lacked support and dialogue around career development; awareness was needed of the employee engagement benefits of career-based goal setting and development conversations.
Objectives
Train leaders and employees on the value of career development
Define career consultation processes
Conduct design thinking workshops to generate solutions
Results: Launched internal career services website and mircrolearning content supporting 1K-5K employees (ICs + Mgrs). Increased personal brand and career conversation skills by 64% for ~2K employees per year.
Skills Used: Program design, IT systems design, instructional design, executive presentation, project management