Pepperdine Graziadio Business School

Fielding Graduate University

Founding Partner and Senior Executive Coach

Anchorage, Alaska, United States

I work with organizations and their leaders to provide leadership development and individualized coaching to support growth into their most authentic and prosperous identities.  As a coach, I help my clients to find the capacity to further develop their leadership capabilities. I create an environment that allows them to achieve their greatest potential by helping identify areas of opportunity, setting goals, reducing self-limiting beliefs and ensuring alignment with their values and strengths.  As a facilitator, I provide valuable workshops that will help your team shake things up, push through challenges and reach new levels of productivity.

AHA LLC

Responsible for designing and delivering a 6 month leadership program for intact teams called Leadership Academy.  The program includes delivery of 6 in-person leadership workshops and providing leadership coaching for front-line managers up to Directors.  Collaborate with leadership development team to iterate on content design to continue to meet the needs of the business.  Provide program management skills to ensure the delivery of the programs are flawless.  Provide ad hoc coaching for managers outside of the program who are looking to become more effective leaders.  Design and deliver open enrollment ad hoc workshops for those who are looking to develop better leadership and communication skills.
-   Facilitated over 200 hours of coaching in the last 15 months

Tableau Software

Leadership Coach

Responsible for partnering with 4 VP clients to create talent development strategies and approaches to support career success for all employees at all levels in their organizations.  Understand internal talent and lead the identification and execution of career and leadership development solutions. Partner to build bench strength and achieve business goals. Facilitate team cohesion/effectiveness. Provide executive coaching for emerging leaders.

- Support the creation and implementation of the talent development strategy for client’s organization.
- Provide coaching on leadership effectiveness, team effectiveness and career development.
- Support the career development and investment planning for employees.
- Facilitate leadership development workshops including MBTI, DiSC and Situational Leadership II.
- Design and execute a 9-month long Leadership Development program for High Potential managers in client organization.
- Lead team effectiveness sessions to strengthen inter and intra team dynamics.

T-Mobile

Sr Leadership Development Consultant

Responsible for full life cycle of talent development for executive leaders. Design and manage the high potential program focused on developing the cross-functional leadership capabilities for select executives.  Manage the enterprise executive development initiative which includes collaborating with stakeholders to identify the right development areas and partnering with various vendors, including Center for Creative Leadership (CCL), to implement development offerings.  Manage our executive coaching program in close partnership with CCL.

Key Accomplishments:
- Consulted with stakeholders and business leaders to design and implement a 9 month cross-functional program focused on developing the next senior leadership team. 50% of the 2015 participants had a promotion or job change while in the program.

- Designed an enterprise wide mentoring framework which has been adopted as best practice by various talent and diversity program teams.

- Worked on project to redesign talent review and succession planning to eliminate process heavy program and replace with agile framework to increase the quality of talent discussions.

- Provide coaching for several internal clients at T-Mobile.

- Spent 3 months on a stretch assignment facilitating leadership workshops for people managers across the organization throughout the US.

Program Manager, Talent Development

Managed the team that was responsible for all HR systems and processes for benefits, performance management, compensation, learning management and recruiting for international organization.  Responsible for all aspects of the project planning, development, testing, implementation, customer reporting and user support for the SAP HCM application including the integration of HRIS with other HR related systems and other business applications. Oversaw centralized data processing function.

Key Accomplishments:
- Oversaw project to revise standards, workflows/practices for processing and collecting employee information, analyzing user and systems requirements and implementing appropriate processes for multiple US and international locations.

- Led collaborate effort to develop HR data analytics, reports and metrics to drive value into the organization.

- Managed project to streamline, automate and centralize global HR business processes which drove data integrity.

- Increased data integrity by 75% and decreased the time to process new hire paperwork and data changes by 1.5 days.

Corbis

Manager, HR Systems and Operations

Consult with key stakeholders in non-profit organizations to diagnose business needs, and design and deliver strategic solutions including strategic planning, board development, team building and individual development programs.  Work collaboratively through listening, inquiring, partnering, co-creating, and facilitating.

Select projects and engagements:
- Executive Coach - Provide coaching for several clients including the Executive Director of local non-profit

- Facilitator, UW Bothell MBA Student Council – Provided team building and facilitation for the incoming student council at UW Bothell MBA program.

- Senior Consultant, Fremont Abby - Led a team of consultants to interview stakeholders, identify underlying issues, design and deliver initiatives supporting development of the Board of Directors.

- Consultant, The Wooden Floor – Provided consulting on performance management and goal setting initiatives.

- Consultant, Fundacion Accion Joven - Conducted an appreciative inquiry workshop.  Improved collaboration between team members.

LLA Consulting

Principle, OD Consultant and Executive Coach

Partner with Benefit program owners and key stakeholders to prioritize technology and process improvements to successfully deliver US Benefit tools and to identify and drive business process optimization initiatives.   Oversee vendor management for external benefit systems and tools.  Provide business process expertise during planning stages of new project proposals.  Partner closely with IT teams to ensure that business needs are being met with systems solutions. Develop business cases, as-is, and to-be business process documentation to support planning and design stages of new product development.  Oversee quarterly Business Process Regression Testing (BPRT) and User Acceptance Testing (UAT) processes for Benefits, including scenario and test case generation, end-user testing logistics, testing execution and business sign-off. Conduct business analysis and drive process optimization projects aimed at reducing costs and improving quality.

Microsoft

Sr. HR Business Analyst

Managed the implementation of new talent management and human resources systems and enhancements.  Developed and delivered training and communications regarding HR system changes.  Provided technical support for HR initiatives including performance review cycle, open enrollment and compensation review cycle.  Responsible for all talent management system configuration, technical support, and vendor management.  Developed and delivered all HR reporting to key executives and stakeholders.

Key Accomplishments:

- Managed the selection and implementation of a new talent management system.  Consulted with the Organizational Development (OD) team to understand business requirements and lead vendor selection process.   Managed cross functional team to document business processes and design system specifications related to performance and learning.  Developed change management plan, including developing and delivering training for the new system.  Successfully deployed the Learning Management system in less than 4 months.

- Responsible for leading the project team to design and build both the Compensation Workbench and iRecuitment modules for Oracle HRMS implementation.

Nintendo of America

Sr Analyst, HR Technology

Provided project management, training, reporting and business analysis expertise to support implementations and enhancements related to HR Systems. Partnered with HR business teams (including Benefits, Compensation, Payroll, Employee Services, and HR Help Desk) to determine business and functional needs and implement technical solutions including oversee the gathering and documentation of business requirements for Open Enrollment system changes.  Managed several key benefit projects, including the implementation of a paid time off program and cash out program.  Trained and mentored new and junior analysts.

Key Accomplishments:
- Program Manager for Succession Planning program for Executive team.  Oversaw the preparation for quarterly Succession Planning sessions including collaborating with Executives to prepare evaluation of their leadership team.  Lead effort to gather requirements, select vendor, implement and administer the original Succession Management system.

- Designed and delivered training for multiple SAP system enhancements, including upgrades to Call Center and Retail Time and Attendance System.  Developed multiple web-based training modules and simulations, as well as published collateral including quick reference guides and end-user training manuals. Provided instructor lead training courses for launch of new call centers.

Sr. Analyst, HR Business Solutions

Developed consulting relationship with hiring managers to determine staffing needs and provide talent acquisition expertise for various business units including Product Management, Engineering, Business Operations, Human Resources, Supply Chain, and Call Center Management.  Responsible for filling several VP level positions within the organization. Maintained consistent strong recruiting metrics, including time to hire, number of hires, and source of candidates.  Provided subject matter expertise and leadership for implementation of several recruiting programs, including implementation of new recruiting system and employee referral program.

Msod Loreen Anderson