Human Resources Management

BARBARA LEE DAVIDSON, PhD

**** ******* ** ( Philadelphia PA 19146 215-***-**** (h) 267-***-****

(c) ( ******************@*****.***

Human Resources and Organizational Development and Effectiveness Leader

with strong strategic/ tactical, relationship, qualitative/quantitative and

project management skills. A creative problem solver who sees and acts on

opportunities to integrate business and culture goals, connect the dots,

achieve buy-in and apply practical approaches. An enthusiastic contributor

with a strong sense of team who cares about people and produces results.

. Organizational and Leadership Development/Training Strategy/Design:

Executive coaching, competency models, succession planning,

staff/leadership development, mentoring and coaching programs

. Talent Acquisition, Talent Management (Human Capital Strategy):

Recruiting/staffing and people/technical systems/processes with high-

touch manager/employee involvement and satisfaction

. Performance Management and Talent Assessment: Pay for performance, 360

feedback and commensurate on-line tool (technology) development and

ongoing measurement/improvement

. Change Management, Organizational Effectiveness, Communication:

Impact/climate assessment, planning, design, communication,

implementation and measurement (Six Sigma, Technology, Culture/Behavior

Change)

. Employee Relations/Engagement/Retention: Policy development, conflict

resolution, investigations, compliance, engagement surveys/actions,

communications, diversity (behavior competency identification;

leadership/staff training design and delivery; commensurate rewards and

recognition, affinity group development)

. Compensation/Total Rewards: Salary structure/offers; job evaluation;

reward/recognition; executive compensation; team, individual, sales and

customer service incentives

. Benefits Design/Implementation: Integration of best practices and

organizational business and culture goals

PROFESSIONAL EXPERIENCE

STRATEGIC ORGANIZATIONAL DEVELOPMENT and HUMAN RESOURCES CONSULTING 2008-

Present

Philadelphia Academies (PAI) - Designed/facilitated scenario planning

sessions for the Board of Directors; Energy Company - Researched/presented

on Maintaining Sustainability in the 21st Century; facilitated leadership

team discussion; Philadelphia Human Resources Planning Society (PHRPS) -

Produce thought-leadership programs for HR Leaders/Line Executives and

mentor hi-potential HR professionals; DBM - Career Strategies Consultant.

NATIONAL BOARD OF MEDICAL EXAMINERS (NBME) 2001-2008

NBME develops the United States Medical Licensing Exams for all medical

doctors who practice in the United States.

(CHRO) Director, Human Resources and Organizational Development

Provided strategic leadership and hands-on energy to initiate, create

management and staff enthusiasm for, design, communicate, implement, and

measure systems and programs to drive the integration of business and

culture goals. Reported to CEO as a member of the senior leadership team;

participated in Board of Directors' meetings.

. Transitioned a transaction-based "personnel" function to a strategic

Human Resources Business Partner and Organizational Development model

(HR staff of 8, including 2.5 HR Business Partners). Nominated for

and received the "HR Department of the Year Award".

. Initiated/designed/delivered pay-for-performance management processes

integrating values behaviors and introducing 360 feedback. This

resulted in a shift from centralized decision-making to decentralized

leadership and managerial accountability for cascading institutional

goals, and communicating/achieving realistic and clearly defined

individual goals. Success is measured through feedback loops which

facilitate continuous improvement of both program design and the

customized on-line tool developed to support the program.

. Initiated a comprehensive needs assessment and subsequent

development/training and learning management system which successfully

drove/supported a shift to decentralized decision making. Utilized

best cost solutions; mixing vendor solutions with internal

design/delivery, and classroom training with web-based training.

. Championed/directed a customized Six Sigma program; significantly

increasing operational quality, efficiencies and teamwork across the

organization and resulting in the creation of a dedicated internal Six

Sigma office.

. Implemented executive coaching and teambuilding for the senior

leadership team. Developed a comprehensive leadership competency

program accepted for use by all levels of the organization in

succession planning, talent acquisition, people development, and

performance management.

. Partnered with the CEO to shift the matrix organizational structure to

promote a team environment aligned with new business and culture

initiatives. Championed/led re-recruitment and change management

processes which successfully maintained employee engagement, high

productivity and the brand of excellence.

. Designed/implemented a uniquely customer-focused talent

acquisition/staffing process which successfully supported rapid growth

(45% in seven years), including on-boarding scarce talent and reduced

recruiting costs.

. Initiated/created a high-touch, customer focused and cost-effective

employee relations/grievance management and reporting system supported

by technology which successfully identified and resolved issues and

trends early and received Board of Directors' recognition.

. Initiated/created new compensation, salary structure, job evaluation,

and reward processes (including a non-monetary reward system)

commensurate with changes in performance management, culture and

business goals. Measurement/formal feedback indicates overwhelming

process acceptance and the desired teamwork and individual

accountability behavior changes.

. Initiated research into and directed the design and implementation of

all benefits programs resulting in new benefits (identity theft, long-

term care, domestic partner health benefits, etc.). Evidence of

success is best exemplified by a reduction in health benefits premiums

while maintaining or exceeding previous offerings.

. Co-led, with the CTO and CFO, the selection and implementation of an

ERP (HR and Finance) system.

ROSEN GROUP and INDEPENDENT CONSULTING 1998-2000

Consultant, Human Resources and Organizational Development

Provided full-time, on-site consulting services. Clients included: Vanguard

- 2 months, Clemens Markets - 5 months, Southco - 2 months, AstraZeneca

- 12 months, Pharma Search - 5 months.

CORESTATES FINANCIAL CORP (Currently Wachovia Bank, a Wells Fargo Co.)

1992-1998

AVP, Change Management Consultant

Developed/delivered/measured strategic corporate-wide programs to support

business goals in a matrix environment. Consulted to leaders and HR

Business Partners on performance, training and development, employee

relations, teambuilding, process improvement, culture-change, diversity,

strategic planning and compensation issues.

. Led a cross-functional team in the development and implementation of a

corporate-wide 3600 feedback program resulting in measurable

improvements in employee satisfaction through the positive

reinforcement of Core Value competencies and behaviors. Coached

executives based on their 3600 results.

. Initiated/created a process to develop culture-oriented competency

selection criteria for use in mergers. This facilitated successful re-

recruitment/teambuilding during employee transitions as measured by a

survey designed to determine the impact of downsizing on business and

culture objectives.

. Initiated/implemented ROI training to provide leadership with a

process to measure the impact of Human Resources products/services on

the financial results of the organization.

. Designed/managed the corporate-wide quality/process improvement

program (QUEST). Coached leaders and participated as facilitator

and/or as a team member in Business Line/Operations, Human Resources

and Organizational Development QUESTs. All recommendations were

accepted.

. Co-facilitated - with senior leadership - an off-site, organization-

wide diversity inclusion process for 300 employees representing

various affinity groups.

. Initiated design and implementation of a Human Resources incentive

plan as a role model for other functions.

. Received "Excellence in Transition" bonus for merger efforts while on

Strategic Workforce Management Team.

. Designed/facilitated strategic planning sessions for senior management

teams across the organization.

. Managed vendor relationships for the entire organization;

initiated/designed/delivered customized culture orientations, and

provided individual and group coaching to external consultants to

ensure their understanding and subsequent modeling of CoreStates'

culture values when working within the CoreStates' environment.

AVP, Quality Consultant

Selected to design, market and provide Total Quality Management (TQM)

leadership and support throughout CoreStates. Designed and delivered group

process training, education, and TQM team facilitation.

AVP, Compensation Design Consultant

Created this role to integrate and align total compensation philosophy,

programs and processes with organizational development principles

commensurate with both corporate business and culture goals.

. Initiated/created the culture-oriented variable compensation strategy

which resulted in linking values behaviors, including desired

"diversity" competencies to a significant portion of senior leader

compensation.

. Utilized workshops, internal marketing and consulting to integrate

behaviorally oriented individual and team goals, competencies and

measurements into all performance management and compensation/reward

programs.

. Initiated and implemented experiential and action research training

focused on CoreValues behaviors.

CIGNA CORPORATION

1980-1992

Compensation Manager (Property-Casualty - 18,000 employees)

Compensation Analyst/Compensation Manager (Agency Div of Property Casualty

- 2,200 employees)

HR Business Partner, Senior HR Business Partner - Initiated the HR Business

Partner model for use throughout the Property Casualty Group including

adding the provision of customized management and staff training to the

various business lines (headquarters and field offices).

EDUCATION

Ph.D.: Temple University, Psycho-educational Processes (Group

Dynamics/Processes, Adult Education)

M.Ed.: Temple University, Counseling Psychology - Completed 39/48

credits; transferred to Ph.D.

M.B.A: Temple University, Industrial Relations and Organizational

Behavior (Human Resources)

B.A.: Pennsylvania State University, Psychology

AWARDS/HONORS/PUBLICATIONS/MEMBERSHIPS

Winner - 2003 Greater Philadelphia/Delaware Valley Human Resources

Department of the Year

Judge - Greater Philadelphia/Delaware Valley HR Department of the Year

(2004-Present)

Wheelan SA, Davidson B, Tilin F. Group Development Across Time. Small Group

Research 2003; 34(2):223-245

Board Member/Program Committee Co-Chair - Philadelphia Human Resources

Planning Society (PHRPS)

INDEPENDENT CONSULTING PROJECTS -1991-2002

. Scott Paper - Group development and team performance/incentives

consulting

. Wharton - Group process consulting to teams in the MBA leadership program

. Unisys and McNeil Consumer Products - Group Process Consulting

. Saratov, Russia - 4-day Change Management: "Success in an emerging market-

driven environment"

. ASI Corporation - 2-year series of management/leadership development

workshops.

. William Penn Cluster/Philadelphia School District - Staff development and

strategic planning

. Old City Civic Association - Co-designed/facilitated two-day Future

Search for 50+ member group

. JFK Drug and Alcohol Abuse Clinic - Counseled individuals and groups

. PECO (Exelon) - Designed/facilitated Stress Management workshops to

address organizational changes

SELECTED CERTIFICATIONS AND SPECIAL TRAINING

. HR Metrics: Return on investment (ROI) of HR and OD interventions (Jack

Phillips, PhD)

. Instructional Design/Training Methodologies (multiple certifications and

graduate courses at Temple University)

. Change Management, Whole System Interventions - Conner Partners, Kathleen

Dannemiller

. Team Inventories and Processes (GDQ, Campbell Hallam Team Development

Survey, MBTI, DISC)

. Benchmarks (Center for Creative Leadership) - Executive Development

Assessment and Coaching

. Individual/Career Counseling (multiple certifications) plus Strong

Interest Inventory, MMPI, Emotional Intelligence, MBTI, DISC, Strength

Deployment Inventory (SDI), etc.

. Diversity - 2 month, full-time comprehensive training (Elsie Y Cross)

. Six Sigma, Process Improvement, Project Management

Barbara Lee Davidson, MBA, PhD

Certifications, Methodologies and Diagnostic Tools

Business/Strategy/Operations Assessment

Appreciative Inquiry

Whole-Scale Intervention - Kathleen Dannemiller, Future Search

Open Space, World Caf

Six Sigma

Process Improvement

Customer-Supplier Model

Problem Solving Model

Cause and Effect Analysis; Root Cause Analysis

Force Field Analysis

Histograms

Time Charts

Pareto Analysis

Cost Benefit Analysis

Flow Charts

Gantt Charts

Pert Charts

Brainstorming

Criterion Rating

List Reduction

Balanced Scorecard

ROI (Return on Investment)

SPSS

Organization-Wide Assessment Tools

Employee Opinion Surveys

Organizational Climate Surveys

Organizational Readiness Assessments/Surveys

Customer Satisfaction Surveys

Interviews

Focus Groups

Needs Assessments

Action Research

Change Management Models

Individual Assessment and/or Group Assessment Tools

Strong Interest Inventory

Center for Creative Leadership - Benchmarks (360 Leadership Development

Process)

Strength Deployment Inventory (SDI)

Thomas Kilmann Conflict Mode Instrument

MBTI - Expanded Interpretive

DiSC Profile

Maslach Burnout Inventory

BarOn EQI

Emotional Intelligence and Competency Models - Boyatsis, Goleman, Spencer

Competency - Behavioral Event Interviewing

Career Architect

360 Feedback

Group Development Questionnaire (GDQ)

Group Development Observation System

Group Process Behaviors Checksheet

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