Manager Management
Resume:
***** ******* **. **** ****, Ph.D. Cell: 260-***-****
Fort Wayne, IN 46845 mailto:abmldn@r.postjobfree.com
AREAS OF COMPETENCY
• • •
Talent management Organizational analysis Structured interviewing
• Leadership development & •
leading to change initiatives Enhanced personnel
succession planning • assessment & selection
Change management
• Strategy-linked learning systems
• Multi-rater (360)
needs analysis • Task & knowledge, skill &
• Performance Management
• ability (KSA) analysis for jobs
Development & delivery of
• Onboarding and job families
workshops in leadership & “soft
• Competency Models • Non-traditional
skills"
• Group facilitation and team
• compensation systems
e-Learning and LMS
•
concept approaches MS Office
PROFESSIONAL EXPERIENCE
ITT CORPORATION, Fort Wayne, IN 5/2005-3/2010
Manager of Organizational Development
Fortune 250 company in engineering/manufacturing defense & commercial sectors .
Responsibilities: Leadership development; succession planning; organizational development;
performance management training and coaching; leadership and soft skills workshops; enhanced
skills assessment systems; onboarding systems; compliance training & e-learning initiatives;
structured behavioral interviewing.
Key Accomplishments:
• Prepared leadership development and succession plans; facilitated talent reviews at sr. leader level
• Conducted a strategy-linked learning needs analysis that served as the basis for learning initiatives; seen as
“best practice” approach
• Analyzed team history & conflict dynamics within a high stress program team; facilitated improved team
functioning utilizing Team Behavior Goals approach; successful customer deliveries followed
• Training: designed and delivered a full curriculum of leadership & supervisory training modules; co-
designed, delivered and administered Program Manager training program
• Designed, implemented and delivered an onboarding system that maximizes organizational history, culture
and process awareness on day one; designed an Online Resource Center to bring multiple online employee
functionalities to one location for quick learning and ease of use for new hires
• Utilized a functional 360 to diagnose learning needs and tailor development plans for individuals and overall
needs for Sales/BD Department; strong sales performance from numerous participants followed
• Designed and implemented enhanced multi-component assessment systems for Program Managers,
Business Development Managers and Software Engineers; trained and “institutionalized” Structured Behavioral
Interview process in business unit; personnel quality enhanced significantly over time
• Served key role on steering committee to oversee Product Champion team approach to product
development; development progress enhanced dramatically relative to prior attempts
• Represented Defense Division on LMS Governance Council; was instrumental in influencing team to
abandon current LMS and move on to explore other tools
LEON & ASSOCIATES, Indianapolis, IN 2/2002-5/2005
Principal and Managing Consultant
Consulting operation providing management & HR consulting services . Responsibilities: Start up
of all operations; prepare project proposals and costing; employee survey-based org change
implementations; 360; enhanced selection/promotion systems; performance management
systems; competency models; assessment centers; job & task analysis;. Clients included Eli Lilly,
National Starch & Chemical, Temple-Inland, DBM, Knauf Insulation, Applied Extrusion
Technologies, and more.
Key Accomplishments:
• Developed and facilitated the implementation of a performance management & goal setting process
for a team production operation in the packaging films industry; team exceeded all stretch goals over
time; behavior goals improved team morale
• Conducted an employee survey including custom survey design, data analysis, feedback, focus
groups and follow-up systems improvement for a team concept facility in the glass industry; led to
improved team communications, morale and operational efficiency
• Developed functional competency models for a major pharmaceutical company, global regulatory
division; customer delighted with the unique approach
• Facilitated Individual Development Planning via the 360-multi-rater process with the CEO & senior
leadership team of a benefits outsourcing operation; copyrighted a competency-based web
administered 360 process
• Developed and rolled out an assessment center for production supervisors in the plastics industry;
training and turnkey implementation of system
• Conducted job analyses and training needs analyses for all major positions at a regional airport
authority
• Developed enhanced selection/promotion systems for multiple job families in diverse industries;
developed a Structured Interviewing process linked to a competency model; 100% of those trained stated that
they would never again use traditional interviews
• Conducted Individual Assessments for a variety of executive and management positions
TEMPLE-INLAND, INC., Indianapolis, IN 1991-12/2001
Manager of Career Development & Assessment
Fortune 400 company in diversified forest products and banking sectors . Responsibilities:
Leadership and employee training and development; organizational development and change
initiatives; enhanced selection/promotion systems; staffing & training at greenfield plant start-ups;
manage staff in corporate setting.
Key Accomplishments:
• Designed and implemented staffing plan for “industry best” start-up team concept paper mill utilizing
assessment center method; team exceeded 1-year productivity goals in less than 7 months; team exceeded
projected mill capacity by 1/3 over time; approach was copied by Weyerhaeuser, Georgia-Pacific and more
• Utilized employee survey & focus group methodology to enhance performance and employee morale
at numerous facilities
• Delivered high-powered training workshops on performance management, team skills, personnel
selection & interviewing, conflict resolution, and communication at corporate and plant levels
• Developed & rolled out selection/promotion systems & assessment centers for all major job families in
the company
• Applied multi-rater (360) using competency model to generate Individual Development Plans for
multiple executives and managers; introduced the process to the company
• Served on teams for enterprise-wide change efforts and transition to team concept
• Individual Assessments of multiple executive, management and professional positions; provided counsel
regarding hiring decisions, compensation packages & employee development to corporate officers and field
management
• Worked with management teams in the successful design of Pay-For-Skills and Gainsharing plans
EDUCATION
Ph.D., Industrial/Organizational Psychology, University of Nebraska Lincoln, NE
M.A., Industrial/Organizational Psychology, University of Nebraska at Omaha Omaha, NE
B.A., Psychology, University of Oklahoma Norman, OK
Lean Six Sigma Green Belt Certification
PDI 360 Certified
DDI Targeted Selection
Achieve-Global Leadership and Skills Training
MBTI
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