Human Resources Management
Resume:
DIANA ESCOBEDO
817-***-**** *************@*******.***
*************@*******.***
PROFESSIONAL SUMMARY
Human Resource Leader with success anchoring OD as a strategic catalyst for improving
business performance. Broad global knowledge and success across union and non-union
environments in multiple industries, including special expertise in Banking, Information
Technology, Healthcare, Food Distribution, Transportation and Manufacturing. With strong and
diverse functional and business background, brings a creative, yet practical approach to applying
the full spectrum of Organization Development competencies. Ensures proper execution and then
assesses outcomes for continuous alignment with strategies and results. Core expertise:
• Executive Development • Curriculum Development • Executive Coaching
• Organizational Strategic Planning • Change Management • Leadership Development
• Performance Management • Organization Assessment • Talent Management and
• Employee Opinion /Engagement • Lean Manufacturing Succession Planning
Surveys
ACCOMPLISHMENTS
Designed and facilitated a five-day strategic training,development and planning session for a
•
team of 25 ophthalmology professionals in Urumqui, China that resulted in a successful
transition to a self-directed work team.
Implemented executive talent management and life cycle planning for the top tier executives in
•
a Forbes Top 200 privately held company. Managed leader assessment, High Potential
program, and coaching for nine executives that complemented the achievement of company
objectives. Outcomes resulted in formal 360 feedback for incumbents and executive coaches
to use in the design of individual development plans; first formal feedback programs in the
company’s history.
Facilitated “Organization Structure / Redesign Team” to analyze and recommend changes in
•
organization structure to critical airline operation functions to optimize acquisition strategy.
Managed high profile projects and delivered recommendations to the Chairman of the Board of
the Fortune 200 company. During acquisition period the airline was the second largest airline in
the world.
Led Learning and Development Project Team charged with developing and implementing Lean
•
Manufacturing work processes, technical training and change management, in a union
environment. Successfully installed these new technologies and work practices resulting in
significant gains in key performance indicators.
Developed and implemented performance management assessment process for Division
•
Controllers of 42 Regional Offices across the globe that set the baseline to synchronize key
people development processes. Led this large scale project with succession planning focused
on identifying future rotation assignments to broaden incumbents’ technical and leadership
experiences.
Planned and executed global leadership development conferences that resulted in enhanced
•
employee engagement, leadership acumen, collaborative teaming, and sharing of operational
best practices.
Designed curriculum and delivered leadership development programs including “Values in
•
Action Leadership Learning Laboratory” and “Leading the Line,” a series of thirteen workshops
designed to enhance leadership competencies required in a Lean Manufacturing environment.
Both workshop designs were noted as “Best Practices” and shared with other regional Plants.
• Led the design and delivery of Employee Opinion and Organization Effectiveness Surveys,
including implementation planning, all content analysis, follow-up management coaching and
targeted action planning.
DIANA ESCOBEDO
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PROFESSIONAL EXPERIENCE
BEN E. KEITH FOODSERVICE DISTRIBUTORS, Fort Worth, Texas 2007 - 2009
Director Organization & Employee Development
Introduced organization development methods and strategies into a successful, century old, Food
Distribution Company initially focused on assessing employee retention, leadership bench
strength, leadership development, and corporate culture. Identified effective ways for executive
leaders to better understand and adopt an advocacy role in promoting leadership assessment
and development. Led strategic training and development function and achieved:
Enhanced communication between functional departments by introducing participant
•
involvement and problem solving work sessions modeled by the “World Café” format.
As a strategy for employee retention and engagement, researched, designed and implemented
•
a decentralized corporate Wellness Program managed by Branch Wellness Committees and
monitored by the achievement of specific wellness strategies. Program increased employee
engagement and satisfaction scores.
Facilitated off-site leadership planning sessions focused on process improvement in supply
•
chain, healthcare sales and human resources.
Worked with the President to redesign strategic planning executive sessions that shifted from a
•
practice on achieving short-term tactical goals to a focus on accountability for results-based
achievements and outcomes.
Chaired one of five Strategic Planning Initiatives, with the President serving as the executive
•
sponsor.
Designed, executed and analyzed the company’s first employee opinion survey for 2,500
•
employees. Facilitated action planning for eight branches focusing on the need for employee
feedback, management training, and collaborative practices among Branches. Change
management preparation combined appreciation of the organization’s legacy of positive
organization culture traits along with new leadership practices.
MILLER BREWERY, Fort Worth & Irwindale, California 2000 - 2007
Regional Manager Management and Organization Development
Directed all learning and development initiatives including management and leadership
assessment and development. Led technical training efforts, a $2.5 million training investment
directed toward lean manufacturing process and on-the-job training. Served as OD Practioner for
the Plant Managers. Managed team of four Training professionals serving 1500 employees and
leaders.
• Designed and delivered customized programs for Plant operation leaders in team
effectiveness, process improvement, goal alignment workshops, performance coaching and
management.
• Developed and piloted on-line Web Based Orientation Program for new Team Leaders
resulting in expedited preparation to assume line management accountability.
• Following the South African Breweries acquisition of Miller, managed transition to new people
programs and performance culture initiatives for both Plants.
ELECTRONIC DATA SYSTEMS (EDS), Plano, Texas 1996 - 1999
Director People Strategy, Planning, & Care, EDS Finance
Member of the Controller’s Executive Team and coach for a group of eight top senior executives.
Introduced and directed the design of the Controller Group’s first integrated organization
development function, with emphasis on talent management, succession planning, and
performance improvement. Managed team of seven Training and OD professionals serving 6000
employees and leaders.
• Provided oversight to a specialized Talent Management Recruitment Program, “Accounting and
Financial Development.” The program recruited accounting professionals who demonstrated
DIANA ESCOBEDO
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ELECTRONIC DATA SYSTEMS (EDS), Director People Strategy, Planning, & Care, EDS Finance
(continued)
high achievement and financial competence to participate in a combination of classroom training,
leadership development, and an international rotation.
• Facilitated process improvement work teams in Spain, Italy, United Kingdom, and Australia.
• As the first OD Practitioner at EDS, mentored other Learning and Development specialists and
Human Resources Generalist throughout the system to help them develop and advance their
OD consulting skills and competencies.
BOARD OF GOVERNORS OF THE FEDERAL RESERVE SYSTEM, Washington, D.C. 1993 - 1996
Senior Human Resources Consultant
Within the oversight / auditing group of the Board of Governors of the Federal Reserve, provided
subject matter expertise in organization development, compensation and performance
management to reserve bank executives within the Federal Reserve System composed of 16,000
employees. Replaced a traditional audit / compliance-oriented approach with a business partner
assessment model. The new approach to fulfilling HR feedback and oversight responsibilities
resulted in positive feedback from the President of the Minneapolis Federal Reserve Bank.
Received a letter of distinction for outstanding performance in diversity initiatives from the
Administrative Governor of the Federal Reserve. Conducted annual assessments of HR
effectiveness charged under the executive initiative of “Reinventing Government” during the
Clinton / Gore administration. Project Leader for Diversity Best Practices Symposium, sponsored
by the American Productivity and Quality Center. Facilitated Executive Collaboration Workshop
with Executive Vice President Operations (currently President of Cleveland Federal Reserve
Bank) and her direct reports on change management implications of participatory management
practices.
MANOR CARE, INC., Silver Spring, Maryland 1990 - 1993
Director Human Resources Administration
Directed the Compensation staff and regional Human Resources Generalist in the administration
of Total Rewards Compensation, Human Resources Information Systems (HRIS) and Payroll
Operations for the corporate offices, and Manor Healthcare and Choice Hotels subsidiaries.
Developed and presented executive compensation incentive and stock option programs to the
Board of Directors. Managed team of 11 Compensation, HRIS, Payroll, and Employee Records
professionals serving 38,000 employees. Directed the design and implementation of
compensation administration for 350 long-term care facilities across the United States.
Implemented a regional market pricing strategy to attract and retain healthcare professionals
within this competitive industry stressed by shortages in nursing, physical therapy, and semi-
skilled long-term care staff.
CONTINENTAL AIRLINES, Houston, Texas 1984 - 1990
Director of Compensation and Human Resources Information Systems
Led the development of all compensation strategies, HRIS, and Employee Records, managing
team of 21 professionals serving 36,000 employees. Designed the first post bankruptcy
compensation program for Texas International after acquiring Continental Airlines. Designed
domestic compensation pay structures for agents, flight attendants, mechanics (IAM), and Pilots
(ALPA). Implemented job evaluation point factor system that stabilized post bankruptcy
compensation equity issues. Executed compensation strategies focused on integrating Eastern
Airlines, Frontier Airlines, People Express, and New York Air within the Texas Air system.
Conducted specialized organizational studies for the CEO of Texas Air and Senior Executives on
management practices in the Asia / Pacific Operations, compensation feasibility studies.
Prepared and presented compensation integration plans to the Board of Director’s of People’s
Express Airlines. Developed expatriate relocation packages.
EDUCATION
Doctoral Student, Human & Organizational Systems, The Fielding Institute, Santa Barbara,
California
Estimated Completion - 2014
Masters of Science in Organization Development (MSOD), American University, Washington,
D.C.
Bachelor of Arts, Human Services Administration, College of Notre Dame, Baltimore,
Maryland
Magna Cum Laude
DIANA ESCOBEDO
*************@*******.***
ADDENDUM
Distinctions, Certifications, Panels / Presentations & Memberships
DISTINCTIONS
• “Dollars and Sense Magazine” 1999 Top Minority Executives within the Telecommunications
Industries
• Board of Governors of the Federal Reserve System for Outstanding Performance
• Orbis International (NGO) for outstanding work in strategic planning with DC10 flying eye
hospital crew in Urumqi, China
CERTIFICATIONS
• Myers Briggs Type Inventory (MBTI)
• Reina Trust and Betrayal Workshop
• “Benchmarks," a multi-rater assessment tool developed by The Center for Creative Leadership
• Criterion Referenced Curriculum and Instruction Design
• Mission Directed Work Teams (series of Lean Manufacturing workshops designed by
Competitive Dynamics International)
• Sherpa Coaching
NOTED PANELS / FACILITATIONS
• Texas Diversity Council, Women and Success 2009
• University of Michigan, Graduate School of Business Orientation with Noel Tichey
• Transformational Leadership Development Design Project with Peter Koestenbaum, EDS
• Appreciative Inquiry Methods and Design, presented in various locations across Europe and
Middle East
• “The Alchemy of Change’’ Seminar, University of Texas at Dallas, Organization Development
Graduate Program
• MIT & Society for Organizational Learning with Peter Senge & Art Klein
• Board of Directors Howard County Maryland Women’s Development Initiative
MEMBERSHIPS
• R.K. Greenleaf Center for Servant Leadership
• Organization Development Network (ODN)
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