Director of Learning and Development - Human Resources Resume Search
Director of Learning and Development - Human Resources Resume Search
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Director of Learning and Development Resume


Desired Industry: Human Resources SpiderID: 34275
Desired Job Location: Richmond, Virginia Date Posted: 3/5/2010
Type of Position: Full-Time Permanent Availability Date:
Desired Wage: $125000
U.S. Work Authorization: Yes
Job Level: Management (Manager, Director) Willing to Travel: Yes, 50-75%
Highest Degree Attained: Doctoral Willing to Relocate: Yes


Objective:
I am an experienced HR/OD leader with a unique blend of doctoral level Industrial/Organizational Psychology training and practical, hands on experience in HR Management, Talent Management, Leadership Development and OD Consulting with Fortune 500 companies, consulting firms, colleges and universities. Proven ability to build the relationships that increase employee productivity and build future capabilities. A life long learner, I apply leading edge OD knowledge and research to strategic issues that directly contribute to the success of the organization. My ability to create and lead strong, effective teams produces business results and creates future leaders. I have demonstrated expertise in talent management, career and professional development, leadership assessment, 360 feedback surveys, performance management, succession planning, executive coaching, corporate universities, competency modeling, training curriculum development and delivery, program evaluation, employee engagement and human capital strategy.


Experience:
Northrop Grumman Corporation ¡V Shipbuilding Sector, Newport News, Virginia 2008 - Present

Manager, Career and Professional Development
Lead a six-person team in the design and delivery of all career and professional development programs for the +20,000 employees at the Newport News Shipyard. Partner with sister (20K-employee) shipyards in Louisiana and Mississippi.

„X Created the Employee Development Life Cycle Model that guides all career and professional development offerings
„X Within the first eight months, led the successful redesign and deployment of all onboarding and orientation classes that produced more interactive experiences and streamlined production that reduced expenses by almost 70%
„X Led a process improvement effort that improved the quality of information flow by 200% (i.e., 46% to 92% correct)
„X Created the OD Consulting and Career Coaching models adopted and in use by the Learning and Development Group

LandAmerica Financial Group, Inc., Richmond, Virginia 2003 - 2008

VP, Talent Management (2005 ¡V 2008)
Partnered with senior leaders to create and execute a comprehensive Talent Management strategy for LandAmerica. Led the Talent Management Team in the design, development and implementation of programs that assessed performance, identified talent, determined needs, created development opportunities, monitored success, improved performance, strengthened the current talent inventory and built future leadership capability.

„X Created and managed an annual online performance evaluation process that resulted in 100% participation of the top 400 managers of LandAmerica (fully integrated with LandAmerica University and our HRIS)
„X Increased performance review rates by all employees by 335% over the course of three years
„X Designed & managed an online 360 feedback process with 100% participation of senior leaders
„X Designed and implemented an annual succession planning process that created succession plans for 100% of our senior leaders ¡V State of Talent Reports delivered to CEO and Board annually
„X Collaborated with senior leaders and team to develop and implement the two-week LandAmerica Leadership Academy for high potential managers and future leaders that showed a 6:1 ROI
„X Co-led enterprise-wide HR Fusion team (15 members) that created a new stream-lined competency model (6 vs. 15 factors) and job classification system (reduced +650 job descriptions to < 100 job families); used company wide to align employee recruiting, selection, development, assessment, compensation, development and retention.


Learning Consultant (2003 ¡V 2004)
Served as an internal Talent and Learning Resources consultant to all four customer channels (business units) and shared resources (corporate) functions. Promoted to VP, Talent Management.

„X Provided guidance and input for the development and launch of the highly successful LandAmerica University
„X Developed the core competency model that drove the performance assessment process, the development of curriculum and the talent management review process
„X Created the ¡§Performance and Behavioral Counseling¡¨ course that became the first mandatory management training for all LandAmerica managers


MEADWESTVACO Corporation, Richmond, Virginia 2001 ¡V 2003
Manager, Learning and Development
Prior to merger of Mead and Westvaco, managed the Westvaco corporate team that developed and delivered learning opportunities for Leadership and Management, Sales, Professional Skills and Technical Skills

„X Led Organizational Development Integration Team to create the Enterprise OD Center of Excellence
„X Co-designed and implemented the online process used during merger to assess over ten thousand employees
„X Post merger, led enterprise-wide team to design and create Learning@MeadWestvaco, an internal corporate university, that served +30,000 employees worldwide
„X Co-created and implemented MeadWestvaco¡¦s ¡§The Empowered Leader Program¡¨


The Competitive Edge, Richmond, Virginia 2000 - 2001
Partner, Management Consultant
Developed relationships with clients to maximize individual, team, and organizational performance. Conducted executive/management assessments using psychological tests of cognitive ability, critical thinking skills, interpersonal skills, and leadership styles, as well as 360¢X feedback surveys. Facilitated high performance team building and served as an executive coach. Conducted various organizational surveys.


The Coby Group, Richmond, Virginia 2000
Management Consultant
Managed the day-to-day working relationship with The Coby Group¡¦s largest client, William Mercer, Inc. Managed associates in Chicago, New York, Atlanta, and Los Angeles. Assessed senior level executives using various psychological tests and 360„a feedback instruments and provided executive coaching to enhance performance.


Randolph-Macon College, Ashland, Virginia 1991 ¡V 2000
Director of Human Resources
Created the Human Resources function for the College. Provided strategic counsel and guidance to senior managers and leaders regarding human resources. Developed policies and procedures and managed all aspects of employment, compensation, staff performance evaluation, training and development, employee benefits and the HR information system.


Education:
PhD, Industrial/Organizational Psychology and Measurement, University of Georgia
M.S., Industrial/Organizational Psychology and Measurement, University of Georgia
B.S., Psychology, magna cum laude, North Georgia College
Licensed Psychologist (1991-2005), Commonwealth of Virginia: # 0811-000804
Facilitator: Myers-Briggs Type Indicator & Development Dimensions International (DDI)


Affiliations:
American Society for Training and Development
Society for Human Resource Management
Society for Industrial and Organizational Psychology
American Psychological Association


Skills:
I am an experienced HR/OD leader with a unique blend of doctoral level Industrial/Organizational Psychology training and practical, hands on experience in HR Management, Talent Management, Leadership Development and OD Consulting with Fortune 500 companies, consulting firms, colleges and universities. Proven ability to build the relationships that increase employee productivity and build future capabilities. A life long learner, I apply leading edge OD knowledge and research to strategic issues that directly contribute to the success of the organization. My ability to create and lead strong, effective teams produces business results and creates future leaders. I have demonstrated expertise in talent management, career and professional development, leadership assessment, 360 feedback surveys, performance management, succession planning, executive coaching, corporate universities, competency modeling, training curriculum development and delivery, program evaluation, employee engagement and human capital strategy.


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