Management Project Manager

Yvonne-Louise Catino, DM

Cell: 615-***-****, acfksh@r.postjobfree.com

LEVERAGING TALENT TO DRIVE BUSINESS RESULTS

SUMMARY

Visionary, results-oriented global professional with successes in full life-cycle recruiting, coaching, leadership, talent

development, organizational effectiveness, and performance management [metrics/scorecard]. Adept at aligning business

needs and creating innovative strategies. Skilled at using technology to improve productivity and effectiveness. Objective,

critical thinker. Dual Citizenship: Italy.

HIGHLIGHTS

Talent Management expert (hire to retire): acquisition, leadership, coaching, training/development, succession,

workforce planning, culture analysis, competency modeling, success composites, needs/gap analysis, root cause

analysis.

Co-created Checkpoint 360, a multi-rater leadership assessment; 45,000 companies now use the tool.

Developed a flexible and lean recruitment process that consistently delivers talent under 45 days.

Created the Strategic Leadership Model for use in Talent Management.

Created the Employer in Residence program with top tier business school.

Consulted with and advised leadership on organization-wide issues and solutions.

Designed, planned, and facilitated training programs for staff and clients; training satisfaction rating consistently

exceeds 95%.

Extensive 1:1 coaching with senior leaders and managers across regions and functions on cultural relations, change

management, and leadership.

Built a collaborative culture process, resulting in winning Best Places to Work two years in a row.

Experienced with Lominger competencies, MOOCs, blended learning, mobile technologies, SharePoint, social

media.

PROFESSIONAL EXPERIENCE

Senior Consultant, Humankapital Partners, 1/2014-present

Talent/Organizational Consultant to companies across diverse industries including healthcare, software, technology and

manufacturing. Key Areas: 1) Coaching on change management, leadership, cultural relations, 2) Organizational capability

(talent development), 3) Staffing (recruiting, onboarding), 4) Talent Management Strategy, and 5) Leadership Assessments,

Success Profiles.

Director, Talent Management, Avantor Performance Materials, Bethlehem, PA, 6/2013-12/2013 (position eliminated)

Responsible for the functions of succession planning, key talent/high-potential employee development, coaching, performance

management, corporate training and recruiting. One direct report. Reported to CHRO.

• Staffing: Created Staffing COE and process, including recruiting collateral. Rebranded Career site resulting in increased

applicant flow and fewer views to application (819:10 to 724:29). Grew talent network from zero to 4,556 resumes in 3

months. Established MSP model for recruitment vendors, resulting in an estimated $250,000 yearly savings in

recruitment fees. Introduced cognitive interviewing and competencies to the recruitment process. Built a database for

requisition management and reporting in the absence of an HRIS.

• Training: Developed a training, learning, and development platform called Avantor University; introduced mobile

technologies and MOOCs. Won $175,000 in State training grants.

• Development: Developed Talent Review facilitation guidelines, HIPO Manager’s Guide and process. Created a global

team building activities program that included virtual team members. Introduced 360 process and sales assessments;

extensive leadership development and coaching with all levels of staff.

Sr. Director of Human Capital & Organizational Development, iPractice Group, Inc., Nashville, TN, 8/2010 – 12/2012

Responsible for all areas of human capital and organizational development. Three direct reports. Reported to CIO.

• Staffing: Successfully hired and on-boarded 90 staff in Q1-3 2012 with time to fill at 39 days; saved company $300,000

through job redesign, saved company $100,000+ in third party recruitment fees.

• Culture & Vision: Built a collaborative culture process, resulting in winning Nashville’s Best Places to Work two years in

a row.

Resume of YL Catino Page 2

• Performance Optimization: Introduced innovative performance management system reducing demands on HR time by

40%.

• Training & Development: Built career ladders with associated job descriptions and competency models to align with

strategic objectives and implement succession plans; developed personal development program that includes coaching,

mentoring, and testing.

• Strategy: Created strategic workforce plan used in development of training programs and recruitment. Met all

targets.

Principal, Humankapital Partners, Minneapolis, MN, 6/2002 – 8/2010

Talent/Organizational consultant and outsourced services provider to companies across diverse industries including

healthcare, software, technology and manufacturing. Clients included: Honeywell, US Bank, PTC, Lawson Software,

Boston Scientific, Medtronic, United Healthcare, Arbonne, EcoMotors. Seven direct reports.

• Staffing: workforce planning, job analysis, consultative intake sessions, sourcing, interviewing, selection

advisement, offer management, process documentation, and status communication with hiring managers and candidates.

Process consistently delivers staff under 45 days. Reduced third party fees by 67%. Formulated strategies for Western

Region and Global Service Response Center to accelerate recruitment resulting in a 42% drop in time to fill. Dramatically

reduced time to fill job vacancies from over 60 days to 35 in less than 10 months through process training. Developed

labor forecast based on needs analysis for corporate expansion. Created succession planning strategies.

• Culture & Vision: Created vision/mission/value statements. Interpreted organizational culture through OCAI and

applied gap analysis in identifying areas for strategic concern, resulting in successful culture integration and minimal

voluntary turnover.

• Development, Curriculum & Roll-Out: Conducted corporate training needs assessments. Planned and delivered

employee development programs. Created and evaluated curriculum via mobile platforms, in class experience, MOOCs,

and SharePoint. Used blended learning model for most initiatives, reduced costs by 28%.

• Assessments: Managed various organizational psychology projects based on client's core competencies using

psychometric assessments, such as 360s and SSP, analyzed the results, and wrote reports that were used for training and

development.

• Process Redesign & Change Management: Analyzed, developed, and implemented new organization structure

(network engineering procurement) within a matrix environment, documenting work processes, metrics/scorecard,

staffing, and training with expediency and efficiency objectives. Designed, planned, and implemented

national/international organizational redesign (RIFs/Redundancies). Created organizational structure for scalability

objective. Created change management communications and plans.

• Data analytics, metrics/performance: Researched, evaluated and implemented Global Scorecard and organizational

effectiveness metrics. Developed and analyzed performance metrics to evaluate department performance; used Pareto

charts and root cause analysis for senior management evaluation and presentation. Created dashboards, reporting

mechanisms for executive management facilitating expedient decision-making.

• Developed the Strategic Leadership Model

Vice President of HR, Old World Sausage Kitchen, Inc., Lake Worth FL/Denver, CO – 1/1998 to 6/2002

Responsible for payroll, benefits, recruiting, training and development, and OD/OE. Four direct reports in multi-locations.

Created labor market analysis for western distribution expansion strategy. Developed and instituted on-site English as a

Second Language tutoring program, significantly reducing absenteeism and increasing productivity.

360 Project Manager, Reid, Merrill, Brunson & Associates (currently Profiles International/Wiley), Denver CO – 2/1994 to

9/1997

Employee development firm founded by 2 leading industrial psychologists. Developed executive assessments based on

client’s core competencies. Identified and created competency models for clients. Co-developed a 360 assessment now used

by 45,000 companies; led and successfully completed multi-rater [360 degree] performance assessment project for 5,000

global employees under tight deadlines; CheckPoint 360 pilot. Clients included: American Greetings, Fuji, Medtronic, Total

Petroleum, Cahners Publishing, Sony.

Director of HR, Old World Sausage Kitchen, Inc., Lake Worth FL/Denver, CO – 6/1985 to 1/1994

Responsible for payroll, benefits, mediation, recruiting, training and development, and OD/OE in a federally inspected

manufacturing facility with retail and restaurant sites. Four direct reports in multiple locations.

EDUCATION

Doctor of Management (DM) in Organizational Leadership (GPA: 3.85/4.0)

University of Phoenix, Phoenix, AZ

2

Resume of YL Catino Page 3

Dissertation: Recruiters’ Influences on Leadership Candidate Pools

Coursework included: Organizational Design, Organizational Diagnosis & Intervention, Architecture of Leadership,

Contemporary Systems Management, Emerging Technologies

Master of Arts (MA) in Leadership (GPA: 4.0/4.0)

Bellevue University, Bellevue, NE

Coursework included: Organizational Psychology & Behavior, Organizational Change & Development, Strategic

Management, Team & Group Dynamics, Advanced Human Resource Management.

Bachelor of Arts (BA) in Business Administration

Trinity College, Washington, DC

ADDITIONAL CERTIFICATIONS & TEACHING EXPERIENCE

Strategic Workforce Planner Certification, Human Capital Institute, 2013

Associate Professor (part-time), Ashford University, 2009-2013; taught HR, Leadership, OD, and Management online

classes.

Associate Professor (part-time), University of Phoenix, 2008-2010; taught HR, Leadership, OD, and Management classes in

the classroom.

Professional Human Resource Certificate, Villanova University, SHRM approved, 2004

PROFESSIONAL AFFILIATIONS & AWARDS

• Judge, 2014 LearningElite Awards

• TN Economic Council nomination to Governor Haslam for seat on the TN Career & Technical Education Council,

2012

• Board Member, Chief Learning Officer, Business Intelligence, 2013-present

• Board Member, MN Center for Strategic Information Technology & Security, 2007-2012

• Member, Human Capital Executive Research & Advisory Board, 2011-2012

• Scholarship, Society of Organizational Learning

TOOLBOX

Success composites, Environmental scanning, SWOT-PEST, Leadership readiness for change, Personality 5

Factor (5F), SSP – Social Style Profile, Checkpoint 360, Profile XT, EE engagement surveys, McKinsey

Capacity Assessment (MCA), McKinsey Strategic Planning (MSP), Strategic Leadership Model (SLM),

Organizational Culture Assessment (OCA), Lean/Six Sigma, ADKAR, Kotter, Appreciative Inquiry-5Ys,

Blended Learning, MOOCs, RLOs, SYMLOG (SYstem for the Multiple Level Observation of Groups),

Facilitation, Lominger Competencies.

Contact this candidate