bettHR

bettHR: Solving your HR problems through connection and engagement.

Data-Driven HR
Data and metrics drive every business, including a high-functioning HR department. Knowing the data-story behind your HR activities is not only critical to earn your seat at the table, but also allows HR to be a part of the overall strategy. Tracking the right metrics and being able to tell the story behind the data and how the data is tied to the overall mission, makes HR indispensable.
HR metrics evaluation that take what you’re already tracking, to the next level
• Data strategy to maximize HR activities and solutions
• Datafication of HR – determining the best metrics for your HR team to track and how to implement and incorporate those metrics into your daily HR activities
• Storytelling for HR – taking your data from numbers to actual results

Impactful Employee Experiences
Your employees receive so many communications on a daily basis – are the important messages getting through? Having an employee communication strategy that focuses on reaching your entire employee population – multi-generations, various channels, personalized messages, will ensure your HR change management activities are successful.
• Customized employee communications campaign strategy
• Change management strategy and tactical implementation 
• SharePoint and web service solutions that maximize your budget, reach and value

Communicate Your Total Rewards
Being able to share your unique culture, rewards, benefits, and opportunities to external candidates and internal employees, will continue to provide you with a strategic advantage in retaining and engaging your top talent.

• Open Enrollment strategy and tactical implementation – customized strategy to reach your entire employee population
• Total Rewards strategy evaluation and creation ensuring the goals of your program are being met 
• Web solutions to communicate your total rewards to internal and external audiences

Managing Director, Lead Consultant - Human Resources Solutions

Forbes Human Resources Council

Member of the Forbes HR Council: 2019, 2020, 2022, 2023

Member

Conduent HR Services

• Led benefits communications strategy and associated deliverables for over 45 clients in various industries including Aerospace, Automotive, Business Processing, Luxury Home, Telecommunications, Publishing, and more. 
• Created communication strategies and tactical materials that supported each client’s unique culture, company brand and internal communications voice, to influence their overall benefits and wellness strategy, showing an ROI for their benefits administration spend. 
• Participated in the sales and RFP/RFI processes, representing benefit communication capabilities (administrative and strategic) – created enhanced sales materials, attended sales meetings for new and existing clients. 
• Developed standardized templates and off-the-shelf communications for large-scale projects to be used enterprise-wide. 
• Directly managed the Open Enrollment and wellness communication strategy and tactical deliverables for large-scale clients. Tactical delivery included project management, vendor coordination, writing, editing and designing materials, and client engagement. 
• Brought technology capabilities and skillset, to create new sales and upsell opportunities for solutions including microsites/eguides, videos, audiocasts, and more, ensuring more channel availability, deliverability and usage for client-focused solutions. Designed, coded and managed all microsites across the benefits administration business. 
• Designed and managed the migration on the employee intranet portal for the Xerox to Conduent split, impacting 90,000 employees and created Recruiting EVP for Xerox to Conduent split – including strategy, blueprint, talk tracks, social media strategy and assets.

VP, Strategic Communications, HR Services

American Red Cross

Launched HR Communications as a strategic function across the American Red Cross (approx. 25,000 employees).

Created HR Communications strategy and standards including sub-strategies for Annual Enrollment, Wellness Campaigns, HR projects. In addition to creating the strategy, also wrote, edited, designed, distributed, etc. all messaging for HR-related programs and projects. 

Key Accomplishments Include: 
• Increased engagement during Annual Enrollment, during a passive enrollment year, while saving the company a significant amount of money (upwards of $500k)
• Creating a standard process to message to various organizations
• Implemented new HR metrics - both in tracking and analyzing, showcasing value on various HR and Communication activities
• Created, designed and maintained an external website for Total Rewards

Director, HR Communications & Policy

Abbott Vascular

Responsible for the diagnosis, development and delivery of HR strategies, programs and services that influence and drive the needs of the respective business supported. Ensured strategies  were incorporated and are consistent with divisional/corporate values, sound and ethical business practices, and incorporated Abbott HR practices that support the long-range business plan for the client areas supported. 

Managed the delivery of HR services across a major segment of the business. Acted as the face of the business to HR and the face of HR to the business; act as a liaison between the business and corporate HR. Provided HR expertise to business strategy and consulting on a variety of HR functional issues.

Managed clients and programs of the HR Communications plan. Operated in a consulting role to HR and business unit personnel, delivering strategic communications counsel and project plans that support the HR long-range plan, core initiatives, overarching message platforms, and global HR Communications planning and implementation.

Senior Manager, Business HR & HR Communications

Niche Media

Responsible for recruiting, benefits administration, employee relations, compensation, new hire process, training, performance review process for 300 employees in various locations across the U.S.

Provided overall leadership and direction to all employees; implemented best practices for employee relations, recruiting, internship program, employee files, benefit administration, performance management, new hire process, and management training as identified.

Director, HR (generalist role)

American Express Publishing & American Express Business Travel

Spearheaded and launched a new employee communications department with the mission to create a centralized system of internal communications as well as other employee programs.

Designed and developed employee engagement programs including training, compensation, PMP, recognition, awards, career and succession planning programs.

Created HR Communications strategic plan, tools, processes, messaging.

Manager, Employee Communications

Time Inc.

Pitched national and regional electronic and print publications and media, to secure national placement of press releases, Money articles, and Money editors/writers.

Developed and facilitated employee events with themes based on information from the pages of the magazine.

Senior Publicist (contract)

HarperCollins Publishers

Publicity/Marketing

Employee Experience & Engagement Leader | HR Communications | Speaker | Author | Forbes HR Council

You’re an HR leader delivering exceptional HR, but your team is stuck doing tactical HR work or focused on employee engagement instead of the things that actually moves the needle. 

Let’s fix that. 
👇

Without being intentional in the employee experience you’re creating, you’ll never be able to focus on the right HR strategy to shift your company’s culture, retain key talent, and increase employee engagement. 

That’s the power of the employee experience. 

Creating continuous positive touchpoints for your employees, to build a stronger relationship with your company – while also loving the work you’re doing. 

There’s a time and place for tactical and compliance-driven HR activities, but that shouldn’t be all your team does. 

In fact, if that’s the case, each day you’re losing your HR credibility and the opportunity to showcase the ROI your team can have on the organization. 

That’s where I come in. 

The quickest way to increase employee engagement and have employees living your stated company culture is to create an intentional employee experience across all your HR activities, projects, programs, and tech. 

I’ll support you in uncovering the various gaps your employees are experiencing on a daily basis that has generated increased engagement by more than 35% consistently, created inclusive cultures focusing on retaining talent, and helped hundreds of HR leaders fall back in love with their career. 

If you’re an HR leader and you want to: 

▶️ Get off the tactical HR hamster wheel
▶️ Focus on strategic HR work that makes a significant impact to your employees
▶️ Create a work culture where people want to show up
▶️ Write employee communications that have your employees taking action

Email me at hello@bettHR.com to see how we can partner together to create impactful employee experiences that drive real engagement.

Melissa Anzman, MBA, CC

Christopher Lin

Patagonia

Lead the learning and development team for the Customer Experience department. Built and implemented various talent programs, such as leadership, employee growth plans, systems learning, competency development, and onboarding.

Notable Achievements
-Increased employee movement by 300% via employee development programs and promotions
-Increased LMS utilization 50% Year over Year (2023 to 2024)
-Decreased operating costs 9% by implementing learning to increase call handling efficiency

Senior Learning and Development Manager

Indelible Impressions Consulting, LLC

Partner with clients and their executive teams to develop their talent development strategies in order to drive company-wide leadership and employee development, along with diversity, equity, inclusion, and belonging programs.

Notable Achievements
-100% client learning satisfaction rate by designing learning programs tailored to organizational needs
-Lead team of instructional designers and consultants to build and deliver client talent and learning development programs 
-Increased revenue more than 400% Year-over-Year by partnering with CEO to support sales with developed learning strategies

Client Projects
Client: Sales Tech 	Deliverable: Leadership Development Program for Women & Non-Binary Engineers
-Designed and delivered four-course curricula for non-binary and women leaders to promote into leadership roles
-Led cross-functional client team to implement learning program for primary audience and senior leaders 
-Built multi-module courses, including workshop and eLearning, on Collaboration, Risk-Taking, Courage, and Communication

Client: Architecture Firm 	Deliverable: DEI+B Talent Development Integration
-Increased employee engagement by implementing leadership program on Empowerment and Cooperation, leading to a reduction in micro-aggressions and observed biases around gender and race
-Partnered with client JEDI Director to build learning roadmap by assessing learning needs for organizational development
-Created multi-year learning program including topics such as JEDI Foundations, Anti-Racism, and Unconscious Bias

Client: Education Non-Profit	Deliverable: DEI+B Learning Program
-Developed organization’s talent strategies by implementing and analyzing top-down DEI Culture Assessment
-Designed multi-level development courses targeted at individual contributors, managers, and executive leaders 
-Led team of consultants to support change management, leadership development, instructional design, and talent development

Chief Learning Architect

Learning Design Lead

Leading People First

Podcaster

Iron Ox

Led company-wide learning strategy and initiatives in order to develop and operationalize automated robotics for agriculture production.

Notable Achievements
-Scaled farming operations from 10,000 sq. ft. to 500,000 sq. ft. by building training programs and onboarding new employees
-Designed and implemented 8-month learning and development roadmap within five weeks
-Collaborated with People Operations to design and implement leadership competency framework

Key Projects
Operations Onboarding Program
-Led Learning Team to design, develop, and implement Operations Onboarding Program 8-month development roadmap within five weeks to meet sales and production needs
-Created cross-functional system to streamline the development of learning content creation
-Increased Operations’ production output over 300% to match engineering output and meet client orders

Leadership Development Strategy
-Collaborated with People Operations to develop company-wide leadership competency framework to increase employee engagement, employee retention, and productivity
-Developed leadership curriculum and courses based on competencies to support the learning strategy for leadership development
-Partnered with executive leaders to implement the leadership development strategy in alignment with People Operation goals

Product Quality Assurance Program
-Improved product quality from 80% to 95% by implementing Quality Assurance training program in partnership with QA team
-Created internal communication between Operation and QA Teams to develop production and operations standards for greenhouse operations processes
-Designed training courses and job aid materials to support Quality Assurance on-site with minor QA Team oversight

Head of Training And Development

Propeller

Oversaw change management implementation and talent development initiatives based on client goals and requirements for culture and organizational development transformation.

Notable Achievements
-Supported company intranet go-live by utilizing change management practices and developing introductory training
-Facilitated Diversity, Equity, and Inclusion employee development program
-Supported internal employee development programs in collaboration with People Operations

Key Projects
Client: Fortune 500 Tech 	Deliverable: Data Governance for HR
-Instituted change management practices across 2,000 employee Human Resources department to assess communication, implementation, and training requirements for data governance
-Partnered across organization to support the establishment of data governance requirements for long-term implementation
-Led the development and delivery of data governance training

Client: Non-Profit	Deliverable: Entrepreneurship for Women
-Partnered with client’s People Operations Team to develop and launch multi-module course for women entrepreneurs
-Utilized limited client hours to maximize instructional design output by designing learning frameworks for client’s learning team
-Collaborated with project management team to stay within budget for client deliverables

Change Consultant

Diversity Recruiters™

Partnered with organizations to help identify and attract perspective candidates that are underrepresented within their teams and organizations.

Curated diverse executive-level talent to strengthen organizations and their commitment to diversity, inclusion, and equity.

Director of Client Engagement

Class Consulting

Providing consulting services pro bono for Non-Profit Organizations

Supporting NPO's with the development of strategic, talent, and financial goals.

Associate Consultant

Pivot Interiors

Learning and Organizational Development
• Partner with and consult executive leaders to develop strategies to enable talent management, accelerate development, and organizational practices 
• Created competency models for critical roles to allow for individual career development and growth
• Continuously coach managers to identify areas of opportunity for performance management within teams and identify appropriate learning to close skill gaps
• Leading execution of organizational development practices including talent review and assessment, executive coaching, employee development, organizational design, and high performance team activities
• Visioning, designing, and improving existing talent practices that enable an innovative, leading-edge, data-driven organizational development function
• Developed operational strategies for process alignment to improve client experiences
• Increased onboarding satisfaction by 8% by designing and implementing an enhanced orientation learning experience
• Designed and developed onboarding plans to increase  rate of productivity and engagement for new hires
• Identify training needs and task analyses to develop learning events across the organization
• Implemented ERP solution (D365) to streamline accounting throughout the organization
• Designed, developed, and facilitated various learning events and workshops including Leadership Coaching, Conflict Management, and Communicating with Impact

Employee Experience
• Created an employee value proposition by interviewing employees through focus groups and empathy mapping
• Leading the development and implementation of employee programs to enhance the team experience and increase employee engagement
• Partnering with business leaders to support workforce equity, diversity, and inclusion
• Maintaining the company culture through change and growth
• Identifying and aligning employee experience goals with business initiatives to drive growth through employee events and activities

Talent and Organizational Development Manager

Grand Rounds, Inc.

Led the creation and development of learning programs & strategies for tech startup focused on disrupting the healthcare sector.

Learning and Organizational Development
• Designed and facilitated training curriculum for Patient Care Team roles in three offices across the country, leading to three straight Healthcare Stevie Awards and 100% client retention
• Trained over 100 team members in 18 months to assist in opening two regional offices, ensuring individual KPIs and SLAs were met within 90 days
• Collaborated and designed various ad hoc training courses under industry average for go-live sessions; Role preparedness and post-training satisfaction at 95%
• Established cross-functional sponsorship for changes leading to increased employee engagement and job satisfaction by 3%
• Created an internal weekly newsletter to consolidate communications and updates across the team, leading to a company-wide newsletter providing team support and transparency; an increase in team communications; and a reduction in escalation tickets
• Designed and managed the team knowledge base to centralize role responsibilities, processes, and escalations. Knowledge base satisfaction has consistently been >90%
• Facilitated leadership and management training to increase employee engagement and focused on internal learning and development

Employee Experience and Culture
• Created a company training site as a resource for new and current employees
• Spearheaded employee recognition projects including quarterly employee recognition based on company values and weekly shoutouts
• Advocate for company culture across all sites by contributing ideas and implementing plans for company functions and events

Training Manager

•	Led store team with day to day store operations
•	Developed and coached processes and practices
•	Coached and trained team members to company standards and procedures
•	Supported customers by responding to product, membership, service, and feedback
•	Processed purchases, memberships, service and return transactions
•	Identified, researched, and resolved customer issues
•	Processed special orders, Outdoor School sign-ups, special ticket sales, and store mail-outs.
•	Maintained and organized customer and employee areas

Sales Lead

At the heart of every operation are people. By investing in individuals, molding their experience, and guiding their journey, we can create a positive growing culture that blooms into a thriving organization.

Leading People First is my purpose and passion, to transform leaders and organizations to grow and be successful by prioritizing the employee experience. I love building, creating, and nurturing successful people and teams. 

Employees drive our organizations. Focusing on your team members is the ultimate strategy for a company to achieve it's goals. The health of organizations is not only found in a P&L, it is also found within the "walls" of the company. My purpose is to create effective and adaptive learning programs, become a business partner for talent, and to ensure a healthy organization to allow teams to be Hall of Fame rockstars.

You can learn more about my work at www.LeadingPeopleFirst.com or by subscribing to The Leading People First Podcast.

Join an amazing company and an even more amazing team.

I can’t speak more highly of the CX Director, Amy Velligan, and the L&D team this role will be leading.

If you’ve been searching for a purpose driven role with a company culture that is as incredible, this is the role for you!

Feel free to reach out if you’re curious!

L&D Leader | Leading People First | Employee Advocate

Sr. Learning & Development Manager – Customer Service  

taplio

The Battle

Melissa Anzman, MBA, CC

Christopher Lin

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taplio

The Battle

Melissa Anzman, MBA, CC

Christopher Lin

Followers

Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Christopher Lin's LinkedIn Performance

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