S HEILA D UNDON , MS, SPHR
sheiladundon@comcast.net
831.601.1112
www.linkedin.com/in/priorityleadershipgroup
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U M M A R Y
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U A L I F I C A T I O N S
OD & HR consultant, building solid client relationships to influence business results
Team building, training & professional development, management coaching
Facilitation, process consultation, change management, culture/inclusion initiatives
Coaching individual leaders and management teams to become leaders their people
want to follow
Employee Relations, communications coaching to improve 1:1 and team
relationships
Workforce planning, succession & career development models
Government (DoD), education, corporate, and nonprofit environment experience
Natural ability to quickly build rapport and credibility at all levels.
W O R K
H I S T O R Y
HR/OD CONSULTING
2000 - PRESENT
Priority Leadership Group, President
TPO HR Management (2001-2003)
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Worked with many senior leadership teams to strengthen relationships with the “team you’re on
Vs the team you lead” and reduce silos.
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Guided managers to build individual and team professional development plans.
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Sounding board for heads of small and medium sized businesses for 15 years.
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Provided formal 3, 6 and 9 month executive coaching programs for individuals to improve their
leadership styles. Executives included: IT/DoD, environmental engineers, scientists, and
executives in manufacturing, healthcare and accounting firms.
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Designed and conducted the following courses in two - six hour formats:
o Are You A Professional?, AB1825 Prohibited Harassment & Discrimination
Compliance Workshop, Communicating Better with your Boss, Co-Workers and
Employees, Legal Landmines For Supervisors, The Covey Principles (7 Habits),
Preventing Harassment, Behavioral Interviewing, Behavioral Interviewing
Techniques, Reference Checking, Inspiring People To Do Their Best, Progressive
Discipline & Termination, Wage & Hour and Classification Regulations,
FMLA/CFRA/PDL Compliance
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Designed and delivered over 100 trainings on HR, supervision, and leadership topics.
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Conducted HR Department practices audits and recommended successful reengineering
for organizations of all sizes.
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Provided clients with a proven effective selection process for filling key positions.
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Provided counseling and coaching to internal and external clients on all aspects of
employee relations issues including all types of Leaves of Absence, Disabilities, return to
work and accommodation, Fair employment practice interpretations and performance,
from minor issues to very serious issues involving investigations and terminations.
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Facilitated full and half day retreats for non-profit boards, public sector clients, and
private industry internal and external clients.
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Designed and facilitated women’s groups to increase their odds at advancing as leaders.
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Worked for 9 years and multiple contracts with DoD university (Naval Postgraduate
School)
o Stewarded department through transition from a decentralized to a centralized
IT culture for a University, resulting in increased agility, commitment, and
outputs.
o Counseled clients on workflow issues and provided restructuring
recommendations
o Developed and implemented succession planning tools for 3 layers of an
organization.
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Helped managers assess current talent capabilities and potential, and created hiring
strategies in alignment with the organization’s goals. Worked with senior leadership to
develop a succession planning model as a tool for workforce planning, retention and
pipeline generation.
o Worked with leadership to identify and implement 6 levels of influence to move
department from a civil servant service culture to a high tech service culture.
o Coached individual leaders toward improvement of their leadership styles
o Advised and guided the Staff Development Advisory Committee to create a Staff
Development Program.
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Guided IT teams to identify team performance indicators, such as handoffs, and apply
them to team evaluation process. Facilitated strategic planning sessions.
Facilitated the identification of short and long term talent needs, creating competency
models for 3 levels of the organization.
Advised Staff Development Committee from start to finish, resulting in leadership
approval, $250K annual budget, and program implementation and institutionalization.
Stewarded virtual groups to become interdependent teams, through various projects and
meetings I facilitated.
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Identified resistance issues and worked with leadership to refocus transitioned
Accounting firm, after acquisition of a smaller firm with a different culture.
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Resourced and implemented a targeted Performance IQ selection and coaching program for an
800 FTE healthcare company acquiring a company with 200 FTEs.
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Conducted organizational assessment to determine SWOT; designed and delivered training to
supervisors, coaching to individual managers and team coaching with the partners.
sheiladundon@comcast.net
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831.601.1112 cell
DIRECTOR OF PROFESSIONAL DEVELOPMENT
1998 - 2000
Northern California Human Resources Association
4500+members in 13 counties, delivering 200+ workshops annually,
and a 2-day/3-track conference with a carve out program for VPs only.
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Identified training needs of 4600 members of an HR association for ongoing
curriculum, including an annual 2-day conference attended by over 1000 people.
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Designed targeted curriculum of 200+ workshops through collaboration with
committee members, speakers, internationally recognized management experts,
instructional designers and authors, resulting in a significant increase in overall
attendance. Monitored course effectiveness through evaluation and analysis.
Designed and delivered a 5 day HR Fundamentals course, attended by 200+ HR
professionals annually. Exceeded annual net revenue goals in all areas.
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Oversaw the design and delivery of a Train-the-Trainer seminar for National HR
Certification instructors, resulting in improved exam pass rates for HR association
participants.
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Mentored HR professionals on career options and educational opportunities.
DIRECTOR OF HUMAN RE SOURCES
1996 - 1998
URS (formerly Dames & Moore Inc.) San Francisco, CA
Environmental Engineering Consulting firm; led HR for $110M Division
with operations in 25 locations in 3 countries, with approximately 1000 FTEs.
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When working internally as an HR Director for an environmental engineering
consulting firm, conducted a gap analysis to identify performance gaps and to determine
the root cause of the problems. Interventions included individual development plans,
executive coaching, an incentive compensation plan and a reallocation of duties on
several positions.
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Conducted investigations and effective separations for all levels of employees.
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Managed several division-wide layoffs with no discrimination claims.
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Designed and/or selected various valid, reliable pre-employment tests and selection
instruments.
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Assisted in research and development of the first compensation structure for a retail
company with 1400 employees.
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Advised department heads on salaries, grades and titles.
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Managed the salary administration for a $3 million labor budget.
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Conducted informal labor market studies.
MANAGER OF HUMAN RES OURCES
1988 –1996
Prints Plus, Inc. Concord, CA
A $65M retailer of affordable wall decor and custom framing,
with 1400 employees in 160 stores across 30 states.
sheiladundon@comcast.net
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831.601.1112 cell
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Utilized taskforces to identify key performance indicators for field operations, resulting in
increased retention and improved performance. Appraisal tools still used 15 years later.
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Designed, developed and implemented OJT training and development programs for 5 levels of
Field Operations, reducing turnover by up to 70% in Management level.
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When working internally as an HR Manager for a 1400 FTE national retail organization,
facilitated a SME taskforce to design job descriptions and performance appraisals for all
levels of operations, resulting in clear expectations, increased retention and improved
performance.
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Using subject matter experts (SME), designed and oversaw the presentation of
Operations and Sales training courses for 5 levels of field employees in a retail
operation.
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Designed and conducted a 5 day Train-the-Trainer program for Retail Store Manager
Trainers.
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Recruited for and staffed over 100 key management positions internally and externally.
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Successfully reduced Field Management turnover by 100% over 4 years through the
implementation of training programs, career development, and exit interview
analysis/response.
PERSONNEL COORDINATO R
1987–1988
San Francisco Archdiocese, Office of Education, San Francisco,
E D U C A T I O N
&
T R A I N I N G
M A S TE R O F SC I E N C E , I N D U S TR I A L O R G A N I Z A TI O N A L P S YC H O LO G Y
San Francisco State University, San Francisco, CA
C A LI F O R N I A M U L TI P L E S U B JE C T T E A C HI N G C R E D E N T I A L
Notre Dame de Namur University, Belmont, CA
B A C HE LO R O F S C I E N C E , B E HA V I O R A L S C I E N C E
Notre Dame de Namur University, Belmont, CA
S E N I O R P R O F E S SI O N A L I N H U M A N R E SO U R C E S ( S P HR ) LI F E TI M E
Human Resources Certification Institute
T R I P LE I M P A C T P R A C TI TI O N E R S C O U R SE - EDIE SEASHORE, PHD AND MICHAEL BROOM PHD
I N T HE M O M E N T C O A C H I N G C O U R S E - MARIPOSA LEADERSHIP – SUE BETHANIS, PHD
B E ST P R A C TI C E S I N C O N SU L TI N G C O U R SE - SUMMIT CONSULTING – ALAN WEISS
P R I N C I P LE S C E N TE R E D L E A D E R S HI P , 7 H A B I TS , F I R S T T HI N G S F I R S T C O U R SE – STEPHEN
COVEY
T O A ST M A ST E R S I N TE R N A TI O N A L M E M B E R – CC, CL, ALB DESIGNATIONS
L O C A L & N A T I O N A L OD N E T W O R K & I N S TI TU T E O F M A N A G E M E N T C O N SU L TA N T S
CONFERENCES
sheiladundon@comcast.net
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831.601.1112 cell