Ettie McCormack Organisational Change and HR Executive Mobile : 07833 292 123 Email : ettiemac@glinford.com Linked-in : http://www.linkedin.com/in/ettiemccormack _______________________________________________________________________________________________ A bold, energetic and bottom line driven senior interim with global HR expertise in transformational change and leadership. Extensive experience of multinational, complex organisations that are undergoing transformation and change. Pragmatic and focused with a strong emphasis on team work and achieving results through building strong personal relationships and partnering with stakeholders at all levels of an organization, developing strategic and tactical solutions to achieve critical business objectives. Ettie takes a holistic approach to driving sustainable growth and change, ensuring her clients have continued success far beyond the term of the engagement. Fluent Spanish speaker with key skills and results working with organisations to tackle business and people capability challenges. Industry Sectors Technology, Telecoms, Financial and Professional Services, Public Sector, Oil & Energy, Outsourcing, Civil Engineering, Transportation Skills and Experience Strategic Planning & Implementation; Project Management; Change Management; Workforce, Learning and Talent Analytics; KPI Identification and Executive Reporting; HR and Cultural Transformation; Organisational Development; Talent Acquisition and Management; Executive Development and Coaching; Learning & Development Strategy and Implementation. STEP Forward Solutions Ltd February 2009 – present Completed Interim Assignments Experian UK & I and EMEA – Interim Project Manager, March 2014 – October 2014 & April 2015 – September 2015 Project managed a talent initiative for FTSE100 Company to provide a career framework for a professional workforce across EMEA region. Initiative presented and adopted globally by the Global HR Leadership Team for implementation in 2016. Key Achievements Led a team comprising 4 work streams (HRIS/MI, Technology, L&D and Rewards) to design, develop, test and implement a technology enabled solution to support employees and managers in career development and performance discussions. Developed methodology, processes and resources for individuals to drive career progression in line with Experian’s business objectives and workforce requirements. Review of job family structures to ensure data integrity; liaison with country HRMs to undertake data cleansing and preparation for loading to the ‘Career Central’ portal. Developed role profiles, competency models and career paths to support the technology solution; process mapping; stakeholder management; executive reporting with change and communication plans for portal launch in September 2015. Full handover for phased rollout of remaining job families through 2015/2016. PA Consulting – Interim Transformation Change Consultant January 2015 – April 2015 Strategic support to design a learning function for a transitioning MOD department. Co-designed a Skills Improvement Strategy & Implementation Plan, together with a framework for delivery of learning and development solutions through a digital Academy. Developed and launched Phase 1 of the Digital Academy in April with sustainable plans in place for following phases and success metrics. Ettie McCormack – ettiemac@glinford.com Mobile : 07833 292123 STEP Forward Solutions Ltd : Strategic Development – Talent Management – Emotional Intelligence – Performance Coaching BP – Interim Impact Measurement Consultant October 2014 – December 2014 Worked with the Head of Impact Measurement – Talent & Learning providing change management expertise to transition learning impact measurement. Design, development and implementation of BP wide impact measurement strategy, methodology and standards to measure the impact and effectiveness of BPs complex learning landscape (50,000 target end users) Key Achievements Designed a standard transition approach and toolkit that can be tailored by various learning academies based on their needs. Defined a Phase 1 end-to-end operating model with process modelling and mapping of impact measurement methodology. KnowledgeAdvisors (Now CEB) – Interim Senior Measurement Consultant January 2013 – March 2014 Consulted with organisations to optimise their human capital investments through practical measurement guidance and strategies that allow for faster, more accurate, data-driven decision-making. Led and supported project teams to develop and deliver Learning and Human Capital solutions. Consulted with multiple blue chip clients across various industries and sectors to measure and improve strategic, costly and visible investments in Talent Development and Learning, particularly high investment programmes. It is then supported with full project and change management activities to ensure successful delivery and measureable ROI and ROE results. Sample clients across multiple industries and sectors included Lloyds Bank, Deloitte, EY, Unilever, BA and Virgin Airlines. BP – Interim Service Design Consultant April 2012 – December 2012 Work stream lead of a programme office team with the remit to implement Cornerstone on Demand and standardise processes of a centralised global learning operation and align to business priorities. Developing solutions for the Global Learning Management Services (GLMS) in safety and business critical roles for 80,000 global employees. (e.g. competency assurance, rationalise redundant content, create operational efficiencies, etc.). Key Achievements Designed a suite of competency management services to support the Target Operating Model (TOM) in its 2013 implementation. Developed competency models for the Learning Operations function and Centres of Expertise being recruited for permanent roles identified in the organisational design phase. Partnered with HRIS and IT teams to align project deliverables with configuration, testing and migration plans of Cornerstone. Developed working group from stakeholders in the business to contribute to the governance and standards required for competency management, leveraging their engagement to act as champions within the business environment. Process mapping of competency management services to organisational goals. Halcrow (Now CH2M Hill) – Interim Project Manager August 2011 – January 2012 Project managed delivery of Career Management Framework for professional workforce of 6,500 global employees. The initiative, scheduled to launch in April 2011, was running 6 months behind schedule. Responsible for getting project on track and provide key deliverables over compressed 3 month period. Key Achievements Conducted audits of existing resources in specific areas of role profiles, competency management linked to resource and capability management processes. Designed and developed on-line competency assessment solutions and processes to assess existing skills and provide reports for 2012 action planning. Delivered in-house IT solutions to realise savings in excess of £100k over preferred external supplier. Developed communication plans and stakeholder management strategies. Supported the director of Rewards mapping to new roles and levels for restructured organisation and relevant grading structure. Assisted in multiple HR transformation activities as the function began restructuring and centralising employee services. Led Halcrow global frameworks integration activities in discovery and recommendations phase of the CH2M HILL acquisition. Ettie McCormack – ettiemac@glinford.com Mobile : 07833 292123 STEP Forward Solutions Ltd : Strategic Development – Talent Management – Emotional Intelligence – Performance Coaching Sitel (UK&I) Limited – Interim HR Director September 2010 – April 2011 Delivery of global HR strategy in region and developing local solutions in all areas of workforce management across 6 UK based sites of globally outsourced contact centres for a leading global business process outsourcing provider of customer care and complementary back-office processes within the call centre industry. Key Achievements Created an experienced, commercial and delivery focused HR function. Coached and mentored the team, ensuring strong relationships were built throughout the business. Led M&A and generalist HR activity in the UK, and Ireland. Worked with European HR leads on projects (recruitment, mobility, development) and secondments. Renegotiated employee benefit provisions to achieve savings each year – varied from £40k to £200k Developed ‘self-service’ HR Information Centre to provide workforce access to standardised policies and processes, providing the ability to browse through open vacancies, review employee benefits and ask HR questions on-line. Reduced administrative overhead on function, freeing HR managers to provide value add services to site management teams. Improved the recruitment process and reduced recruitment suppliers from 80 to 15, creating a PSL with standard T&C’s to address overspends in excess of £2m. Centralised resourcing activities being managed independently by different sites and introduced the concept of flexible workforce strategies to achieve the right labour mix and leverage opportunities to flex profitably. Reduced Sales, General & Admin costs by £108k over 8 month period through restructure and centralisation activities. Conducted legal entity harmonisation resulting from merger of 2 organisations, implementing an integrated solution centre for central and standardised policies, processes and resources available to employees and HR Managers. Policy development, administration and employee relations. Close Brothers Asset Management – Interim OD/L&D Consultant May 2010 – August 2010 Project support of the Organisation Transition work stream, delivering the design and structure for the future operating model of the Asset Management division to provide a Bespoke Investment Management service to high net worth clients. Key Achievements Developed strategy with framework, tools and processes to support role profiles of new workforce for Target Operating Model. Identified critical competency and assessment activities, together with learning & development solutions and evaluation of outcomes. Driven by the new Retail Distribution Review (RDR) regulations the target operating model was to acquire and retrain IFA’s in the use of new system, financial products and regulatory changes. Conducted engagement survey of programme office team to address areas of concern in a rapidly expanding and dynamic environment with fragmented workforce. Used outputs to advise stakeholders and address communications challenges between work streams. Care Quality Commission (CQC) - Interim Head of Learning & Development : November 2009 – March 2010 Delivery of learning strategy to integrate 3 regulatory bodies into new operating model launched as The CQC, the regulatory body created in 2009 to ensure that hospitals, care homes and care services are meeting government standards. Key Achievements Developed learning strategy to support the HR and people agenda of the new organisation and its field workforce. Implemented a learning framework for professional and business capability to deliver tactical learning solutions by leveraging learning technologies available. Leveraged IT capabilities and sourced e-learning solutions, reducing costs and time out of workplace for key training interventions. BP – Interim Capability Management Consultant February 2009 – October 2009 Developed and delivered a Resource and Capability management framework to improve planning and drive forecasting and estimating project costs, as well as support the talent strategy for the Enterprise Systems business unit Key Achievements Partnered with Resource Management lead to implement a centralised resource management process driving the development and implementation of tools, processes, governance and communication of the function. Ettie McCormack – ettiemac@glinford.com Mobile : 07833 292123 STEP Forward Solutions Ltd : Strategic Development – Talent Management – Emotional Intelligence – Performance Coaching Developed role profiles for IT function with defined competencies and skills for a global team of SAP project managers, and IT design, development and delivery functions. Designed career path framework with specific critical paths Collaborated with BP Academy to leverage L&D solutions for consistent, cost effective delivery of training and talent management strategies. Designed blended approach ITIL Training programme for efficient and cost effective solutions. Reduced cost of delivering certification programmes by 30% through managed training project and preferred supplier management. Corporate Background - Unisys Corporation - August 1996 – January 2009 ____________ 13 years with Unisys Corporation from 1996 as Professional Development Manager EMEA with the Global Networking Services business, progressing to Senior HR Manager, Director of the Unisys University EMEA and Director of Global Talent Management. Relocated to the USA for a project to develop and effectively implement a competency management and talent development strategy. Key Selected Achievements Developed and launched regional Business Leadership Diploma with leading European business school to build and progress leadership talent within region. Improved retention by 20%. Globally adopted as the HiPo development programme. Designed and implemented enterprise-wide competency strategy to address technical, functional and behavioural capability to leverage talent potential of 35,000 employees across the enterprise. Facilitated cross business unit and functional collaboration to identify core and specialist competencies. Skills assessments provided gap analysis for learning and strategic workforce planning activities. Integrated new competency model and skills dictionary to e-HR platform (PeopleSoft), reducing 20,000 redundant skills and competencies to <1,000 tied to organisational values and business goals. Delivered cost savings of $650k in a year by reducing external training delivery and sourcing internal learning facility to deliver instructor led and self-study environment. Served as co-Chair of the EU Regional Diversity council to support a work culture valuing diversity. Used the framework to establish similar councils in Asia Pacific to enhance collaboration and leverage talent. Transformed L&D function to transition the global workforce into new markets leading a team of consultants to implement strategy of cost effective solutions to support regional workforce. Partnered with country executives and HR leaders to integrate M&A workforces from professional services organisations. The approach reduced attrition, accelerated assimilation into new organisational culture and provided clear framework for knowledge sharing activities. Provided leadership and guidance in developing competency models and career path development for rapidly expanding offshore centre in Bangalore. Presented at the NASSCOM HR Summit in Chennai, on Talent Development and the challenge it presents for the IT Industry. Prior to 1996 engaged in a variety of roles within Telecoms, Private Sector and IT industries. SR Comms Management Limited – Customer Services Manager The Open University – Management Services Division Unisys Corporation – Human Resources Accredited Emotional Intelligence Practitioner (Hay) Diploma in Executive Coaching (AoEC) Certified Executive Coach – Clark Wilson Tools Myers Briggs Type Indicator (MBTI) Six Sigma Green Belt Certified Certified Performance Consulting Facilitator (DDI) Spony Profiling Model (cultural assessment) Certified Targeted Selection Competency based and Behavioural Interviewing (DDI) Fluent Spanish Speaker Professional Links/Memberships Member of the Institute of Interim Management (IIM) Member of the Learning and Performance Institute (LPI) Chartered Institute of Personnel and Development (CIPD) Executive Coach with Cranfield School of Management MBA Programme The Digital Learning Company – Advisory Board Ettie McCormack – ettiemac@glinford.com Mobile : 07833 292123 STEP Forward Solutions Ltd : Strategic Development – Talent Management – Emotional Intelligence – Performance Coaching