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Page 1 of 2 | Marigrace McKay | [email protected] | 423.653.7696 | http://www.linkedin.com/in/mckay1 M ARIGRACE M C K AY , SPHR, CPLP MSC, BUSINESS MANAGEMENT AND ORGANIZATION DEVELOPMENT [email protected] 423.653.7696 www.linkedin.com/in/mckay1 www.ocmadvantage.com Results-driven, progressive Human Resource, Organization Development/Effectiveness (OD/OE), and Talent Management Business Partner and Leader. Identifies, develops, and executes emergent initiatives and future-state programs. Accelerates successful results with expertise, and Project and Change Management skill. Manages people processes and change responsibly and proactively with communication, qualitative analysis, assessment, planning, structure, and education at all levels. Applies analytics, innovative resourcefulness, and positive perspective to complex challenges. Reinforces culture with goal-alignment and credibility. Consumer packaged goods (CPG) and durable goods, engineering, and technology service sectors. Functional scope includes: HR/OD Management, Staff, Development, Budgeting and Service Delivery Performance and Talent Management Employee Engagement, Relations Transformation and Turnaround Dynamics Metrics, KPIs, Management Reporting Enterprise, Multi-site Operations HRISs, LMSs, Centers of Excellence Values, Ethics, Policy, Best Practices Process Improvement, TPM, and Lean EXPERIENCE OCMAdvantage (Organization Change Management) MAR2013-present HR, OD Project Manager, virtual USA - Managing range of professional HR services, in freelance employment. Six-month interim HR. Studying for Project Management Professional (PMP) certification during employment transition. Kraft Foods Global, Snacks & Confections Division DEC2008-FEB2013 Senior Manager, Continuous (process) Improvement Manager, Atlanta, GA JAN2012-FEB2013 - Cross-functional promotion to CI Department Manager leading team of process engineers/Black Belts to implement $4.2M operational improvements. - Chartered and led team to implement new, corporate global Risk & Change Management standard. - Formed and led various cross-functional teams and system upgrades. Generated $10M 3-year project pipeline. - Sep2012 Kraft divested Division to form new entity Mondelez International. Senior HR Manager, Performance Improvement (PI), Talent & Leadership Development, 100% travel DEC2008-JAN2012 - Managed and led 3-person HR/Talent Management team in the change/transformation design and implementation of a $4M, 3-year performance, leadership development, learning, and operations excellence (OpEx) platform across 6 North America Supply Chain facilities and 400 managers and supervisors. o Transformation master components included: formal OD/Change Management process methodologies, communication plans, various assessments, talent reviews, competency modeling, behavior-based interviewing, on-boarding, manager/team development planning process, individual development plans (IDPs), coaching, succession planning, employee relations, Gallup Engagement Survey, retention strategies, and progress metrics and reporting. - Created Association for Talent Development (ATD) award-winning blended learning platform (30,000 hours and e-learning) including company-specific and advanced management concepts. - Active partner on Leadership Teams working closely with executive stakeholders, GMs and functional Managers, HR Managers, and several consulting service providers. - President’s Award and Innovation Award nominee; Recognized for high People-Developer profile; Selected to serve on Morale pillar in preparation of Kraft/Mondelez 2012 split; 4 years Exceeds performance rating; Performance Improvement (PI) Charter completed and closed in 3 years as planned; 100% travel. Wm. Wrigley JAN2007-NOV2008 OD, Training Manager, HR, Chattanooga, TN - Managed development, training, and HR business improvement processes in line with transition to Mars new ownership and performance standards across 300 employees.

Transcript of MARIGRACE M K SPHR, CPLP - ocmadvantage.comocmadvantage.com/McKay_Resume_ OD Addendum.pdfMARIGRACE...

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Page 1 of 2 | Marigrace McKay | [email protected] | 423.653.7696 | http://www.linkedin.com/in/mckay1

MARIGRACE MCKAY, SPHR, CPLP MSC, BUSINESS MANAGEMENT AND ORGANIZATION DEVELOPMENT

[email protected] 423.653.7696 www.linkedin.com/in/mckay1 www.ocmadvantage.com

Results-driven, progressive Human Resource, Organization Development/Effectiveness (OD/OE), and Talent Management Business Partner and Leader. Identifies, develops, and executes emergent initiatives and future-state programs. Accelerates successful results with expertise, and Project and Change Management skill. Manages people processes and change responsibly and proactively with communication, qualitative analysis, assessment, planning, structure, and education at all levels. Applies analytics, innovative resourcefulness, and positive perspective to complex challenges. Reinforces culture with goal-alignment and credibility. Consumer packaged goods (CPG) and durable goods, engineering, and technology service sectors. Functional scope includes: HR/OD Management, Staff, Development, Budgeting

and Service Delivery Performance and Talent Management Employee Engagement, Relations Transformation and Turnaround Dynamics

Metrics, KPIs, Management Reporting Enterprise, Multi-site Operations HRISs, LMSs, Centers of Excellence Values, Ethics, Policy, Best Practices Process Improvement, TPM, and Lean

EXPERIENCE

OCMAdvantage (Organization Change Management) MAR2013-present HR, OD Project Manager, virtual USA

- Managing range of professional HR services, in freelance employment. Six-month interim HR. Studying for Project Management Professional (PMP) certification during employment transition.

Kraft Foods Global, Snacks & Confections Division DEC2008-FEB2013 Senior Manager, Continuous (process) Improvement Manager, Atlanta, GA JAN2012-FEB2013

- Cross-functional promotion to CI Department Manager leading team of process engineers/Black Belts to implement $4.2M operational improvements.

- Chartered and led team to implement new, corporate global Risk & Change Management standard. - Formed and led various cross-functional teams and system upgrades. Generated $10M 3-year project pipeline. - Sep2012 Kraft divested Division to form new entity Mondelez International.

Senior HR Manager, Performance Improvement (PI), Talent & Leadership Development, 100% travel DEC2008-JAN2012 - Managed and led 3-person HR/Talent Management team in the change/transformation design and implementation of a

$4M, 3-year performance, leadership development, learning, and operations excellence (OpEx) platform across 6 North America Supply Chain facilities and 400 managers and supervisors.

o Transformation master components included: formal OD/Change Management process methodologies, communication plans, various assessments, talent reviews, competency modeling, behavior-based interviewing, on-boarding, manager/team development planning process, individual development plans (IDPs), coaching, succession planning, employee relations, Gallup Engagement Survey, retention strategies, and progress metrics and reporting.

- Created Association for Talent Development (ATD) award-winning blended learning platform (30,000 hours and e-learning) including company-specific and advanced management concepts.

- Active partner on Leadership Teams working closely with executive stakeholders, GMs and functional Managers, HR Managers, and several consulting service providers.

- President’s Award and Innovation Award nominee; Recognized for high People-Developer profile; Selected to serve on Morale pillar in preparation of Kraft/Mondelez 2012 split; 4 years Exceeds performance rating; Performance Improvement (PI) Charter completed and closed in 3 years as planned; 100% travel.

Wm. Wrigley JAN2007-NOV2008 OD, Training Manager, HR, Chattanooga, TN

- Managed development, training, and HR business improvement processes in line with transition to Mars new ownership and performance standards across 300 employees.

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- Built talent and training functions. Designed Supervisor Forum to form mid-level management core. Coached high-performers in Wrigley Americas.

- Selected to lead global team in design of standard problem-solving methodology. - Steering Committee member and pillar leader in Leadership, Learning, and Operations achieving 97% of Y1 objectives. - Created unique recruiting outreach program for critical engineering positions. 2008 Mars acquired Wrigley.

La-Z-Boy SEP2005-OCT2006 Corporate Human Resource Manager, Chattanooga, TN

- HR Department management and Leadership Team member for 2,200 employees with 6 direct reports for employee relations, employment, training, benefits, and occupational health functions; initiated several labor cost efficiency improvements.

- Successfully transitioned workforce to team production and pay; prepared for 24/7 conversion. - Designed employee engagement program in response to corporate call-to-action which produced highest FY-month top-

line profit and intangible goodwill. - Stemmed 60% annualized turnover, developed community-wide win-back strategy of skilled labor, and accelerated skills

training program and grants. Earned regional Employer of Choice distinction.

BD AUG2004-AUG2005 Human Resource Manager (Business Partner, regional), Kearney, NE

- HR Department management and Leadership Team member for 800 employees with 3 regional direct reports. - Originated multi-state recruitment program for hard-to-fill scientific/R&D/quality and process engineering staff. - Originated analytics used to streamline employment processes, reduce contract labor by 86% ($1.4M annual savings),

reduce job bidding by 68%, revise policies, procedures, and job classifications, and effectively converted workforce to 24/7 schedule without claim thereby enabling recovery of newly launched product. Built mid-level management core.

OTHER SIGNIFICANT EXPERIENCE 1980-2004 Atlantica Consulting, 2002-2004 HR and OD Management Consultant, Abingdon, VA/virtual Provided broad range of HR management, business consulting and training services to growth companies in: supervision, recruitment, handbooks/policies, AAPs, staffing efficiency improvements, audits, claims reduction, best practices research, and job analysis. Employment Law instructor. Served pro bono as Examiner, President’s Quality Award and Maryland State Quality Award. Visador Holding Corp. , 1998–2002 Human Resource Vice President, Abingdon, VA Re-built HR functions and re-negotiated all self-insured benefit plans for three holdings in building trades (lumber, stair parts, furniture, and architectural columns) in turnaround mode with 700 employees across 6 facilities in 5 states. Resolved claims backlog. Expanded workforce 34%. Reduced accidents 75%/$1.5M cost avoidance. Ethics and Privacy Officer. Improvements led to profitable sale as planned, no longer in business. Booz-Allen, Lockheed Martin, Arthur D. Little (ADL), and MCI Telecommunications, various, 1980-1998 Technology Services Project Management Consultant, Contracts Manager, and Business Analyst, Washington, D.C. military and civilian agencies.

EDUCATION

Master of Science (M.Sc.), Business, Management and Organization Development, The Johns Hopkins University, Baltimore, MD, 1993. Qualified for post-graduate studies in Technology Commercialization with a federal Lab-to-Market technology transfer program, University of Baltimore, Baltimore, MD, 1995. Bachelor of Science (B.S.), Economics, West Virginia University, Morgantown, WV, 1980. Awarded collegiate internship with the National Transportation Safety Board (NTSB), Washington, D.C.

PROFESSIONAL DEVELOPMENT

- Certified Senior Professional in Human Resources (SPHR), 2001-2016. - Certified Professional in Learning and Performance (CPLP), 2011-2017; and Change Manager, 2013. - Certified Lean/Six Sigma Black Belt (L/6SBB), 2010. - Project Management Professional (PMP) certification in progress, expected 2015. - Skilled in Microsoft Office Suite, several HRISs, SuccessFactors, Sharepoint, and desktop productivity tools.

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ORGANIZATIONAL DEVELOPMENT (OD)/CHANGE MANAGEMENT, AND LEADERSHIP DEVELOPMENT AND PLATFORMS

Psychometric, Behavioral, Self- and Multi-Rater Assessments

Korn Ferry, Assessments: Voices 360 multi-rater, and viaEdge/Learning Agility; and FYI and Learning Agility competency libraries.

SHL/Lominger and UCL competency language for development and coaching.

Hogan Business Reasoning Inventory (HBRI).

Hay Group, Inventory of Leadership Styles (ILS), Experience Based Learning Systems.

Devine Group, Core Develop Behavior Assessment.

CPP, FIRO-B (Fundamental Interpersonal Relations Orientation); Myers-Briggs Type Indicator (MBTI), MBTI Step II.

TRACOM Group, Social Intelligence, Social Style profile.

Stephen M. R. Covey, The Speed of Trust assessment.

Center for High Performance Development (CHPD), Leadership Orientation Questionnaire (LOQ).

DDI, Targeted Selection.

CBE/ SHL Talent Measurement, Occupational Personality Questionnaire (OPQ).

Herrmann International, The Whole Brain Thinking System.

Change-Style Inventory, Discovery Learning. Change Management

Force-Field Analysis, and 3-Step Model of Change (for individuals and groups), Kurt Lewin.

7-phases of Planned Change, Ron Lippitt.

Grief Cycle (personal change), Elisabeth Kübler-Ross.

Managing Transitions, William Bridges.

The 8-Stage Process of Creating Major Change, John P. Kotter.

ProSci, ADKAR Change model.

McKinsey Consulting, 7S Model. Values Based Management, and Leadership

The Servant as Leader, Robert K. Greenleaf.

From Values to Action, Harry M. Jansen Kraemer, Jr.

The Heart of Change, John P. Kotter.

Practice What You Preach: What Managers Must Do to Create a High Achievement Culture, David Maister.

Leadership Model, and Encouraging the Heart, Kouzes and Posner.

The Fifth Discipline, Peter Senge.

Situational Leadership, Kenneth Blanchard/Paul Hersey.

Diffusion of Innovations, Everett Rogers (formerly, Beal, Rogers and Bohlen Technology Curve).

Organization Development

Building Talent, and Organization Capability, several, Dave Ulrich.

Neuroscience SCARF Model, David Rock.

Congruence Model, Nadler and Tushman.

Organizational Types, Mintzberg.

Various, Chris Argyris, Marvin Weisbord. Learning and Development

Telling Ain’t Training (Association for Talent Development, ATD)

Leaving ADDIE for SAM (Rapid Application Development (RAD).

Consulting, Interactive Processes:

A Positive Revolution in Change: Appreciative Inquiry (AI), David L. Cooperrider and Diana Whitney.

Flawless Consulting, Peter Block.

Process Consultation, Edgar Schein. Employee Engagement, Rewards

Gallup Employee Engagement.

Tembo-Social, Globoforce, various.

Cognizant Technology Solutions, Knowledge Transfer Management.

Various, ad hoc, custom pulse communication surveys and analysis.

Core, Strategy

The Balanced Scorecard: Translating Strategy into Action, Kaplan and Norton.

Five Forces, Michael Porter.

SWOT Analysis, Albert Humphrey, SRI International.

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Client-Specific Tools/Techniques

Organizational Analysis

Force-Field Analysis

Data-gathering

Group Dynamics

Training Needs

Learning Effectiveness

Change Readiness

Gap and impact analyses

Stakeholder management and communications plans

Bloom’s Taxonomy

MOUs, Rules of Engagement

RACIs

Master plans, initiatives, deliverables,

New product acceleration

M&A cultural integration plans

New leadership assimilation

New Employee On-boarding (recruitment insights, and recruiting/networking)

Visioning (thought to taught)

Structural organizational design/re-design and job design

Workforce planning

Technology: Information technology (IT) and engineering development models; functional and system requirements (RAD); user, system and interoperability system testing, CS scripting.

Project Management: Cost/schedule control, earned value assessment (EVA), decision milestone management.

Adult Principles of Learning (performance-based approach).

Instructional Systems Design (ISD), ADDIE Model.

Various HRISs Taleo, iCIMS, SAP Success Factors Succession PxP 9-box. Various (LMSs) Talsico, Luminance, Intelex; Mindjet MindManager. The Johns Hopkins University, Carey School of Business, Master of Science (MSc) Curriculum, 1993 Advanced business management and applied behavioral science studies - Coursework in industrial & organizational psychology (I/O psych), process consultation, sociology, creativity and innovation management, quality systems, motivation, human

factor analysis, emotions and reasoning, organization dynamics, group dynamics, models and design, psychometrics and assessments, systems thinking, change and transformation, job design/competencies, performance evaluation and management, curriculum and training design, Appreciative Inquiry (AI), business ethics, governance, and research and qualitative statistics.

Qualified for a Master’s extension program (16 credits) in Technology Commercialization, a federal Lab-to-Market technology transfer program at the University of Baltimore, Merrick School of Business, Baltimore, MD, 1995. Author, Publications, Media

Create Your Masterpiece, A Legacy of Learning and Growth. Executive Learning Exchange (ELE), Editor Dirk Tussing, ISBN: 978-1475131253-3 – 2012 (Amazon).

The Road to Success Managing the Business of Change - Bringing Science and Engineering Back to Operations. A joint Kraft/GP Allied specialty publication.

Co-hosted Expert Radio in-studio talk shows with Host, Steve Hardiman and guests: Zig Ziglar, Barry Kouzes, Jim Posner, Dr. Deborah Tannen, Caela Farren, Michael J. Gelb and other management authors and organization thought leaders which aired live on the Internet, and re-aired over the Radio America network, 1998.

Productivity Disciplines

GMP, EPA, OSHA, ISO 9000, and many industry-specific quality standards.

Malcolm Baldrige National Quality Award (MBNQA) Criteria (strategic alignment).

OHSAS 18001, Global standard for Risk Management.

Great Place to Work criteria.

TPM (total productive ’manufacturing’) in Process Industries, Tokutaro Suzuki.

Performance, Development Training

1. How to Write an Employee Self-appraisal 2. How to Conduct Meaningful Performance

Evaluations 3. How to Measure and Address Competency

Gaps

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Authored Leadership Development Training for Kraft Foods Classroom, 30,000+ hours

1. Kraft U.S. Biscuit Network Leadership Development I (2010).

2. Kraft U.S. Biscuit Network Leadership Development II (2011).

Online Courses 1. BEX Online Intro & Navigation 2. Boost Your Development Planning 3. Leaders As Teachers 4. Leading With Lean Six Sigma 5. Process Control Challenge 1 6. Process Control Challenge 2 7. Listening for Workplace Effectiveness 8. Using Questions as a Communication Tool 9. Harassment in the Workplace 10. Insubordination

Other, Authored Leadership Development Training

Development Planner for Leaders of People. Evidence of Learning and Training Reinforcement for Managers.

Zoomerang Learning Extension Surveys.

3-sigma Level Learning Effectiveness, Green Belt Project. In e-learning (asynchronous) ‘bells and whistles’ not significant in learner effectiveness. Two points of out control: More SME involvement in content development, and role of environmental/culture and manager support are essential for training transfer. Data obtained from 6 locations, 400 Managers.

Authored Training Design, Development for Various

1. Basic Process Control for Operations Excellence (self-testing, primer).

2. Leading Through Change for Business Unit Managers, seminar.

3. Lean Awareness, Basic Process Management.

4. Lean Awareness, Autonomous Operations Management.

5. Situational Leadership for Supervisors. 6. Structured Writing for Managers. 7. Targeted Selection (Behavioral

Interviewing) for Managers. 8. SuccessFactors Succession PxP 9-Box for

Managers. 9. TPM Pillars - Leadership, Learning, and

Morale for Managers.

10. Learning Objectives: Enabling and Terminal Objectives (many, needs analysis)

InProcess Training and Methodologies

1. Teaching with 1-2-3 CARE 2. SOLVE Problem-Solving Methodology 3. 5S, Mini-Lean, Visual Management

Various Custom Print Communications, Communication Arts

Talent Branding Brochure (What’s to Love?)

Employee Surveys – Who Are We?

Communication Plans

Cross-Functional Grids

Key Take-Aways

Training Process Plans

At-A-Glance Guides

Train the Trainer

Employee Newsletters

Local Corporate Communications-press releases, ads, articles

One Point Lessons

POPs (point of practice)

Posters, Visual Management

Sharepoint

MindMapping

Executive Video(s) Member/Contributor

Association for Talent Development (ATD).

Society for Organizational Learning (SOL, Peter Senge).

Human Performance Institute (HPI)

Malcolm Baldrige National Quality Award (MBNQA, Examiner).

Society for Human Resource Management (SHRM).

Learning Executives Network. Various Consulting Providers, Management Advisory and Audit Services Bain Consulting, SHL/CBE, Right Management, Ernst and Young, PwC, and Booz, Allen & Hamilton, and various legal firms. Marigrace’s In –A-Nutshell Process Approach 1. Know the business (gap analysis, context) 2. Know your audience (characteristics) 3. Support Managers and Learners for Improved

Performance (environment). ~~end