Manager Management
Resume:
DEIDRA MORGAN HOLCOMB
469-***-**** · ***********@*****.***
ORGANIZATIONAL CHANGE AND COMMMUNICATIONS CONSULTANT
Global change management professional with more than 17 years of experience in large scale business transformation for multi-billion dollar enterprises. Experienced in process, technology, organizational, and cultural change projects, in support of mergers and divestiture as well as implementing ERPs, CRMs, and SAAS Solutions. Key strengths include:
Organizational Change Management · Communications · Training
Organizational Development · Organizational Redesign · Portfolio Management
Change Readiness · Role Management · Software Development Methodologies
PROFESSIONAL EXPERIENCE
Endo Pharmaceuticals, November 2018 – March 2019
Lead Organizational Change and Communications Manager
Responsible for Organizational Change Management and Communications. Conducted the following using a Prosci ADKAR based methodology:
Assessment of the Organization, Culture, Change Impacts and Readiness
Creating Change Vision
Performed Leadership and Stakeholder Assessment, Analysis and Management
Developed Change Management and Communications Strategies and Plans
Developed the Stakeholder Management Plan and Mapping, including identifying Key Stakeholders and creating the Change Champion Network
Created communications collateral, including Management Talking Points, Newsletters, SharePoint Site, eMails and PowerPoints
Responsible for budget and integrating OCM schedule with the project schedule
The transition was the merger of multiple companies moving all to common processes and SAP ERP.
Carolina CAT, September 2017 – June 2018
Organizational Change, Communications and Training Manager
Responsible for Organizational Change Management, Communications, Training and In Application Help, Role Management, and Transition and Sustainability. Completed the following using a Prosci ADKAR and Kotter based methodology:
Created the Change Management Methodology
Facilitated the development of the Change Vision and the Case for Change
Conducted assessments of the Organizational, Change Impacts and Readiness
Conducted Leadership Alignment and Coaching
Developed the Change Management Strategy, Tactics and Plan
Created and executed Stakeholder Management Plan, including the Change Agent Network
Created and performed the Role Mapping Strategy and Analysis
Performed the Change Impact Assessment identifying Key Stakeholders and creating Mapped the activities the Users performed to the process roles within SAP
Performed the User Readiness Assessment
Assessed HR Impact (Role Impact, Job Descriptions and Skills Development)
Conducted the Training Needs Assessment
Designed the Training Curriculum
Developed and delivered LMS and Live Training Modules using SAP Enable Now, Desktop Assistant, and Web Assistant
Developed and executed the Transition Plan, including
oDevelopment of metrics and KPIs
oMonitoring and Tracking End User Performance
oRemedial Training
oUser Coaching and Forums
oDevelopment of a Center of Excellence
Responsible for budget and integrating OCM schedule with the project schedule
Results: Within 45 days of deployment user acceptance was at 98% and utilization rates had reach pre-deployment levels.
The transition project was implementing a new ERP, SAP S/4 HANA including the FIORI interface for finance, procurement and warehousing.
Medstar Health, May 2016 – April 2017
Senior Organizational Change Manager
Responsible for Organizational Change Management. Completed the following using a Kotter based methodology:
Performed Leadership Alignment and Coaching
Created the Organizational Change Management Strategy and Tactics
Conducted Stakeholder Analysis and Role Mapping, including identifying Key Stakeholders
Developed and executed the Stakeholder Management Plan
Performed the Change Impact and Readiness Assessment
Trained and managed the Elbow Support Staff during hyper care
The transition project was implementing Cerner EMR.
R & D Siliconization, January 2004 – April 2016
Director of Organizational Change Management, Communications and Training
Responsible for Organizational Change Management, Communications, Training, Process Engineering and Requirements Design. Completed the following:
Developed the organizational change management methodology was based on Prosci ADKAR and Kotter methodologies
Developed the communications and training methodologies and tools
Provided coaching and training to team members and client resources
Responsible for budget and staffing
Senior/Lead Organizational Change Management, Communications and Training Manager
Executed those methods and tools on cultural, process, and technology programs, including large scale implementations of CRM, SAAS Solutions (Cadency and Coupa) and ERP systems including PeopleSoft, SAP, Oracle, AMDOCs, MFG/PRO, and custom developed systems.
Nike, August – November 2015
Senior Transition Manager
Responsible for Organizational Change Management and Communications. Completed the following using a Kotter based methodology:
Assessment of the Leadership, Organization, Culture, Change Impacts and User Readiness
Conducted Leadership Alignment and Coaching
Facilitated the development of the Change Vision and the Case for Change
Developed Change Management and Communications Strategies and Plans
Performed Stakeholder Assessment, Analysis and Management, including identifying Key Stakeholders and creating a Change Champion Network
Developed the Stakeholder Management Plan, including the Change Champion Network
Created the Communications Strategy and collateral creation, including Management Videos and Talking Points, Yammer Blog, eMails and PowerPoints
Created the Benefits Measure Program
Assessed HR Impact (Role Impact, Job Descriptions and Skills Development)
Developed the Transition Management Strategy
Responsible for budget and integrating OCM schedule with the project schedule
The transition project was implementing Trintech’s Cadency System for finance
State of NY Metropolitan Transportation Authority, August 2014 – April 2015
Senior Organizational Change and Communications Manager
Responsible for Organizational Change Management. Completed the following using a Prosci ADKAR based methodology:
Conducted Historic Adaptability, Change Capacity and Change Readiness Assessments
Completed an Assessment and Analysis of the Current People, Process and Technology
Created the Organizational Structures for the creation of a centralized procurement department
Performed Stakeholder Assessment, Analysis and Management, including a Change Champion Network
Assessed HR Impact (Role Impact, Job Descriptions and Skills Development)
Developed and executed the Communications Strategy and Plan, including creation of emails, newsletters, and PowerPoints
Responsible for budget and integrating OCM schedule with the project schedule
The project was a PeopleSoft and Coupa implementation in support of the merger of 8 transportation agencies and the development of a centralized procurement department.
Autostrade, September 2010 - July 2013
Change Analyst
Responsible for Organizational Change Management. In addition to standard OCM activities, completed the following using a Prosci ADKAR based methodology:
Conducted the current/future states analysis and extrapolated the gap analysis to create the business model and the path to create the new model
Created customer personas and conducted a clients’ needs assessment
The project was implementing an ERP designed for tollways.
Chevron, June 2012 - September 2012
Senior Transition Manager
Responsible for Organizational Change Management. Completed the following using a Prosci ADKAR based methodology:
Conducted change impact and business readiness assessments for an initiative containing five programs with over fifteen projects
Conducted analysis of 5 projects after deployment to determine if they had met the planned ROI
Developed post-launch user acceptance measurements and behavior monitoring plans
Projects were intended to maximize upstream production through process, data, & applications development.
Dallas Cowboys, June 2009 – September 2010
Organizational Change and Communications Lead
Responsible for Organizational Change Management and Communications. Completed the following using a Prosci ADKAR based methodology:
Established the Change Management Methodology and Strategy
Creating Change Vision and Case for Change
Developed and executed Communications and Stakeholder Engagement Strategies and Plans
Performed Stakeholder Assessment, Analysis and Management and performed Role Mapping
Assessed HR Impact (Role Impact, Job Descriptions and Skills Development)
Created the Communications Strategy and collateral, including PowerPoints, emails and newsletters
Developed the Transition Management Strategy
Developed the Training Strategy and Plan
Responsible for budget and integrating OCM schedule with the project schedule and staffing
The project was the creation of the new Dallas Cowboys Stadium, new processes and systems.
Sensis, Melbourne, Australia (Australian telephone company) · October 2008 - April 2009
Organizational Change Management, Communications and Training Acting Director
Completed the following using a Prosci ADKAR and Kotter based methodology:
Developed Change Management Methodology and Tools
Provided Senior Leadership Coaching
Created and executed a Change Management and Communication Strategies
Creating Change Vision and Case for Change
Created and executed the Stakeholder Strategy and Plan and created the Role Mapping
Developed the communications, including emails, PowerPoints, talking points and newsletters
Developed Transition, Measurements and Behavioral Management Plans
Facilitated the Redesign of the Organizational Structure, Role Design, and Job Descriptions
Developed the Training Strategy, Curriculum Design and Creation and executed training
Developed the people transition approach and RIF plans
Responsible for budget, staffing and integrating OCM schedule with the project schedule
The project consisted of implementing an ERP called AMDOCS.
Nokia, October 2004 – December 2007
Senior Organizational Change, Communications and Training Manager
Responsible for Organizational Change Management and Training. Performed Change Management using Prosci ADKAR and Kotter methodologies.
Developed the change management methodology and tools
Created the change management, communications and training strategies and plans
Facilitated the creation of the change vision and case for change
Conducting the organizational and change impact assessments
Conducted the leadership alignment and coaching
Developed and executed the stakeholder analysis and engagement program
Conducted the training needs assessment and training plan
Created communications, including posters, emails, employee meetings and program's website
Assessed HR Impact (Role Impact, Job Descriptions and Skills Development)
Developed and executed sustainability plans to utilization rates
Responsible for budget and integrating OCM schedule with the project schedule
The project was an ERP implementation with interfaces to PeopleSoft and a CRM system.
Internal Revenue Service June 2004 – October 2004
Lead Change and Communications Manager
Responsible for Organizational Change Management and Training. Performed Change Management using Prosci ADKAR and Bridges methodologies.
Texas Utilities, January 2004 – June 2004
Lead Change and Communications Manager
Responsible for Organizational Change Management, Communications and Training. Performed Change Management using Kotter and Kubler-Ross methodologies.
The Feld Group, February 2003 - January 2004
Organizational Change Management Manager
Consulting firm specializing in IT transformation. Developed management methodologies and tools to organize and align IT organizations to better meet the needs of their enterprises.
Verizon, January 2001 – January 2003
Lead Organizational Change Manager
Responsible for Organizational Change Management, Communications and Training. In addition to standard change management, communications and training activities, also performed the following using the Prosci ADKAR and Lewin methodologies:
Development the Change Management and Communications Methodologies and Tools
Trained and mentored others in the change methodologies and tools
Created and managed Measurements for Utilization and Adoption Rates
Rockwell International, England, Germany, France, Czech Republic & Spain, April 1998 – January 2001
Organizational Change Management, Communications, Training and UAT Manager
Responsible for Organizational Change Management, Communications and Training. Used Prosci ADKAR and Cameron and Quinn methodologies for change management and cultural change. In addition to standard change management, communications and training activities, also performed the following:
Created change management, communications, training and testing methodologies and tool sets
Developed the software development methodology, tools, and project plans
Trained, managed and monitored all project development and testing teams
Assessed the current and future state to determine process, technology and behavioral gaps
Assessed HR Impact (Role Impact, Job Descriptions and Skills Development)
Developing and implementing RIF plans
The project was a divestiture, affecting approximately 8,000 individuals globally.
EDUCATION
Bachelor of Science, Information Systems Management
University of Maryland, College Park, Maryland
METHDOLOGIES & MODELS
Agile · Waterfall
COURSEWORK
Organizational Change Management
Communications Development and Management
Managing Change in a Global Environment
Change Sponsorship Structures and Alignment
Behavioral Gap Analysis
Assessing Business and Change
Analyzing the Business Environment
Stakeholder Management
Assessing HR Impact (Role Impact, Assessing Skills, Training and Skills Development)
Communicating for Change (included assessments, analysis, strategy, planning and content creation)
Organizational Design and Development
Behavioral Management (included assessments, measurements, analysis, planning, and shaping)
Managing Corporate Culture (included assessments, analysis, and change)
Engaging the Workforce (included engagement planning and execution)
Managing Resistance (included planning, strategy, and tactics)
Sustaining Change: Tools and Techniques for Creating Permanent Change
Change Techniques for Technology Change
Managing Personal and Cultural Change
Organizational Structures and Design
Transitioning Change for Business Sustainability
International Change Initiative Management
Power Paradigm in Change
Biology of Human Change
Software Development Lifecycles
Implementation of Software Engineering Institutes Capability and Maturity Model
Preparing an Organization for ISO 9000
User Acceptance Testing Strategies and Execution
Creating and Documenting Business Requirements
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