Human Resources Management

Lila Asante-Appiah, MATD, PHR Contact Number: 248-***-****

**** ********* ***** – West Bloomfield, MI 48322 E-mail: **********@***.***

EXECUTIVE PROFILE/LEADERSHIP COMPETENCIES:

S EN IO R H UM AN R ES O UR C ES L E AD E R/ OR G AN IZ A T IO NAL D E V EL O PM E NT /T AL ENT M AN A G EM ENT

A results-focused executive, recognized as a strong business leader and change champion with more than 20 years of consultation

experience driving increased profitability and performance across diverse company cultures by envisioning and directing strategic

improvement initiatives. Demonstrated ability to optimize alignment with key organizational goals by analyzing needs and redistributing

human resources. Proven talent for recruiting, motivating, and leading effective teams of directors, managers and specialized professionals.

Outstanding record of accomplishment, building profitable relationships with executive peers, clients, business partners and staff.

Organizational Design & Diversity & Inclusion Strategies Change/Culture Transformation HR Strategy/Labor Law

Development

Succession Planning/Talent Organizational Communication Employee Engagement Consultative Skills

Acquisition & Management

Compensation/Benefit Design Strategic Planning /Execution Exec Coaching & Leadership Project Management

Development

PROFESSIONAL EXPERIENCE

WAYNE STATE UNIVERSITY – Detroit, MI (2/2013 – Present)

Director, HR Administrative Client Services & Organization Development

Employs a consultative approach and partners with Executive Leadership to address human capital needs. Directs a team of HR practitioners in

the delivery of complex human resource consultative services for University Administrative Divisions (e.g., Office of the President, Finance,

Business & Auxiliary Ops, Information Technology, Office of General Counsel, Human Resources, Risk Mgmt, Facilities, Development & Alumni

Affairs) ensuring that all human resources services are meeting business objectives with a high degree of client satisfaction. In addition, provides

strategic direction and overall control of the Department of Organization & Employee Development for the University. Directs staff and serves as

leader, providing advice and counsel to all levels of leadership on relevant and effective organization and employee development strategies and

business solutions. Charged with ensuring that the University has successful strategies related to staff development, effective employee

engagement programs, a strong management and leadership development framework, integrated talent management, change management and

succession planning programs.

Significant Accomplishments:

• Serves as a key member of the HR Leadership Team charged with transforming the University’s Human Resources Division from a

distributed HR model to a centralized HR service delivery model.

• Spearheaded critical workgroups focused on documenting all University HR processes, developing standard operating procedures,

workflow processes in preparation for effectuating a new HR service delivery model.

• Designed the HR training platform and course offerings to ensure all University HR personnel had the appropriate KSA’s prior to

moving into their new assignments.

• Created change management plan designed to identify all activities and support resources to aid HR personnel and University

stakeholders relative to gaining awareness and acceptance of new ways of working together.

• Advises and consults with leaders and managers to address and resolve employee relations/labor relations issues in partnership with

Office of General Counsel and Labor Relations.

• Directed roll-out of new electronic performance management system to allow for a comprehensive and efficient process for evaluating

represented and non-represented employees.

• Devised the University’s leadership/management development program framework using a competency-based approach. Program is

grounded in a building block approach that encompasses both management and leadership principles.

• In consultation with leaders, effectuated planned interventions designed to address performance improvement, talent management,

strategic planning, conflict resolution, and team dysfunction. Designed and conducted visioning/values and strategic planning

sessions, climate surveys, engagement surveys, high functioning team and Leadership Challenge workshops.

PLANNED PARENTHOOD MICHIGAN (PPMSM) – Ann Arbor, MI (3/2009 – 2/2013)

Vice President, Human Resources, Org. Development & Compliance

Head HR, Diversity & Corporate Compliance Officer providing human resources and executive leadership for a reproductive healthcare non-

profit organization with 17 health center locations. Responsible for directing all human capital functions of the organization in accordance with

established policies and practices as well as strategic human resource planning and talent management programs to provide the organization

with the best diverse people talent available. As well, served as the chief learning officer, responsible for the assessment, design,

implementation and management of successful organizational development and learning strategies, systems, processes, talent assessment,

leadership development programs and initiatives to improve organizational effectiveness.

Significant Accomplishments:

• Spearheaded executive leadership team in the design and implementation of a successful transformational change effort to support

the strategic vision including a change management program, broad-based communications strategy and employee engagement plan.

• Devised competency framework inclusive of universal and job specific competencies, which aid in the effective identification of

executive and professional talent resulting in a 30% increase in retention.

Lila Asante-Appiah MATD, PHR - Page 2

Redesigned HR and Training business model, creating a consultative, service-driven business unit focused on the unique business

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needs of each department, hiring the right talent to gain technical/core expertise, leveraging technology to achieve efficiency and

establishing service/behavior expectations for HR/Training team.

• Constructed a succession planning and development program (SPDP), identifying top talent via consistent talent review,

assessment/closing of skill gaps and professional development efforts. SPDP has realized a 15% increase in the candidate pipeline.

• Established an HR/OD scorecard to benchmark results against industry standard. Consistently analyzed data from key performance

indicators to drive decision-making, resulting in decreases in turnover throughout the previous three- year period.

• Served on PPMSM’s Board of Director's CEO Compensation and CEO Succession Planning subcommittees. Engineered a CEO

evaluation process as well as a comprehensive CEO succession plan.

• Contracted with Planned Parenthood Federation of America’s Affiliate Services Division providing consultative services relative to

mergers, HR and organizational development strategies to HR Directors across the country.

• Redesigned learning platform to include training-on-demand learning offerings by leveraging technology. Conducted organizational

needs assessment and aligned learning and development offerings with strategic business goals to ensure appropriate staff skills.

• Devised OD framework focused on targeted outcomes. Effectuated various business unit and enterprise-wide interventions, both

instructional and non-instructional in the areas of Management and Leadership Development, Diversity/Cultural Competence, Change

Management, Organizational Re-design, Teamwork Principles and Enhancing the Customer Experience.

BRODER BROS. CO. - Trevose, PA, 11/2001 – 3/2009

Sr. Manager, Corporate Human Resources & Org. Development (1/2005 – 3/2009) / Human Resources Manager (11/2001 – 12/2005)

Member of HR senior management team focused on building a strategic plan to drive growth and sustainability. Supporting Outside/Inside

Sales, Customer Service, Distribution Centers and Administrative staff members, spearheaded the development and implementation of

corporate human resource programs such as recruiting strategies, employee relations, compensation and rewards, and performance

management. Performed human performance analysis, talent assessment and implemented corresponding interventions, which aligned to the

business objectives enterprise-wide.

Significant Accomplishments

• Synchronized HR team in the restructuring of three separate HR organizations into one corporate HR business unit.

• Directed and managed the reduction-in-force package and process, resulting in $1M in payroll and operating expense savings.

• Participated in reengineering strategy specific to Distribution Centers. Shutdown and consolidated 17 facilities into eight premier ‘big-

box’ distribution centers resulting in a $5 million savings in SG&A expenses.

• Served as integration project leader, orchestrating the design, development, and rollout of a concisely written employee handbook that

supported the alignment of three company cultures into one.

• Managed the alignment of exempt & non-exempt compensation schedules for 3 divisions into a single corporate-wide pay structure.

• Developed affirmative action plans for 14 locations conforming to government regulations; met or exceeded hiring/promotion goals and

passed 100% of all OFCCP federal audits.

• Senior member of IT Advisory Committee that focused on key strategic initiatives, which produced a significant increase in web sales

penetration, to over 50% of sales resulting in a reduction of headcount and related expenses of 40%.

• Diligent member of a cross-functional group of leaders charged with making customer-facing technology improvements that resulted in

increased top line revenue by 20%, customer satisfaction by 30%, and employee productivity.

• Built and introduced an e-Learning platform, leveraging a $30K investment that increased the organization’s skill bank and advanced

succession-planning efforts.

• Led RFP process relative to the implementation of a HRIS by performing due diligence on software firms, created and tested use

cases, and facilitated data integration process, which resulted in increasing HR business unit efficiency by 30%. Developed and

facilitated training of new HRIS to end-users.

• Revamped and improved a comprehensive assessment center used for hiring of Executive Trainees. Managed Corporate Executive

Trainee Program including rotation sequence, mentoring program, and evaluation process.

RESOURCE CONSULTANTS, INC. - Brownstown Twp., MI, 5/2000-11/2001

Human Resources Manager- Plant Facility (Unionized)

Managed the full scope of HR activities for 350 employees in a union facility. Principle responsibilities included supervision of the HR support

staff, recruitment, administration of health and welfare benefits, FMLA/ADA, payroll, worker’s compensation, employee relations, grievances, and

unemployment administration. Successfully negotiated union contracts.

EDUCATION/ CERTIFICATION

Roosevelt University, Chicago, IL

Master of Arts, Training & Development – Organization Development Concentration

Bachelor of Science, Business Administration - Management Concentration

Human Resource Certification Institute - Professional Human Resources (PHR) Certification - Certified through 6/2016

VOLUNTEER/BOARD ACTIVITIES

Member – Everest Institute Program Advisory Board Vice-Chairperson Board - Child Care Network

Former Chair, PPHRNet Steering Committee-Planned Parenthood Mentor-American Society for Training & Development-Chicago Chapter

Professional References Available Upon Request

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