Manager Training

LINDA NADINE POORE

* ****** ***

Avon, CT *****

Email: *********@*****.***

Home: 860-***-****

Cell: 860-***-****

Human Resource Executive whose passion is to partner with leaders to drive business results and maximize people effectiveness. Leader, coach and team player who thrives on change. Strategic thinker with excellent planning, problem solving and facilitation skills. Deep and broad experience across human resource disciplines in corporate, matrix and line of business structures.

EXPERIENCE

THE HARTFORD 2007-Present

AVP, Human Resources – Hartford, CT

Partnered with Senior Executives to develop and implement people strategies that align to business plans and drive business results in both corporate and line of business functions including Finance, Treasury, Digital, and Personal Lines teams (generalist). Designed and managed core HR strategies, policies and processes including workforce planning, staffing (hiring/training/termination), compensation, performance management, employee engagement, leadership development, organizational development and effectiveness and change management. Led HR team to deliver comprehensive HR service with COE partner organizations.

Contributed to 33% increase in core earnings and 2% core expense reduction by designing and implementing organization restructures, developing staff and streamlining processes for multiple business segments. Created and implemented robust change management to support teams.

Fostered major cultural shift in Personal Lines leadership team by creating shared line of site for interdependencies, culminating in leaders’ ownership of regular meetings and increased effectiveness in solving business problems.

Attracted high potential, early career professionals to business by collaborating to create 3 year leadership rotational program with focus on product management. Ensured in-place development of product managers with creation of new training portal and centralized leadership development training.

Developed talent agenda and managed talent development process for division including assessing potential, succession planning, designing senior leader development plans and providing executive coaching.

Managed executive orientation & assimilation process for all new executives. Created and managed workforce plan.

Redesigned survey process for the enterprise including RFP process, vendor selection, survey design, reporting and action planning; significantly reduced cost and time investment with results that were more targeted to business strategy and benchmarked to the competitive market.

Recognized as trusted business adviser to business executives providing cross-functional HR advice, coaching, problem resolutions and overall people strategies to effectively execute on business needs.

Enhanced value of HR organization’s ability to support clients by proposing and implementing large scale internal vendor fair to familiarize HR staff with all available resources.

CAPITAL ONE 2001 – 2007

Sr. Human Resources Manager - Richmond, VA

Turned around Equity Compensation program at Capital One. Responsible for managing unit including $500,000 budget, 2 vendor relationships and 3 internal associates/consultants.

Created overall strategy for the equity department and hired and trained necessary staff. Automated and standardized over 20 processes including associate interaction aspects of equity.

Identified and resolved over 50 program issues through collaboration and partnership with payroll, tax, legal and accounting. Managed outside audit team and prepared recommendations for issue mitigation with the IRS.

Converted two new business acquisitions to Capital One Equity programs.

Developed presentations on strategy and process for Senior Leaders and Board of Directors. Resolved issues and provided education on equity compensation to all level associates and board of directors.

Human Resources Manager - Richmond, VA

Designed and managed core HR strategies and processes for 6 business units within a division of Capital One. Partnered with senior executives to define line of business strategies for people initiatives. Generalist.

Redesigned US Card Division of Organization (approx. 7000 associates) to improve associate satisfaction, career development and productivity while reducing costs by several million dollars.

Identified need for more innovative work environment and brought in innovation program that drove over 3400 business ideas, narrowed to 20 with the potential for $270 million net income.

Linda Poore, page 2

Designed and managed core HR strategies and processes including staffing, compensation, performance management, associate satisfaction and retention, leadership development, organizational effectiveness and change management for population up to 800 associates.

Managed executive assimilation process and all executive development (talent) programs for the division.

Assimilated associates in business units to redefined culture and values for Capital One.

Managed rollout of new performance management system including 360 feedback and calibration process.

Management Development Consultant - Richmond, VA

Drove strategy and support for Executive Development for division including talent assessment, development planning and succession planning. Realigned resources from 2 individual units into 1 operations function.

Facilitated quarterly review with division leadership team to assess talent and identify growth opportunities.

Managed senior training and coaching nomination process obtaining an additional 50% capacity for division.

Developed process to assess resources and skills for population of 5000 from two different divisions. Then, reassigned staff to new combined operations division ensuring appropriate diversity, business continuity and development for high potentials.

CITIGROUP 1989 - 2001

Vice President, US Training Delivery Director – New York, NY

Responsible for US wide training delivery for all branch and support operations of Citibank. Developed training delivery strategy and grew organization by 60% to support business needs. Managed staff of 42 exempt trainers and 1 training manager and 12 training facilities.

Interfaced with 6 bank group presidents and other senior managers to ensure training needs were met for over 500 financial centers and 3 support locations across the US.

Created capacity plans and administered calendar to support US staff of 5000. Increased new hire training delivery by 75% while maintaining level resources.

Updated 12 training facilities across US with equipment, work stations and other physical enhancements.

Vice President, Global Leadership and Management Program Manager – Silver Spring, MD

Responsible for all Management and Leadership Development for the technology division of Citigroup. Coordinated management development council for Citigroup responsible for implementing consistent management training across 6 Citigroup businesses.

Managed global executive development program with 60 participants in 5 states and 11 countries.

Conducted management and leadership training globally and managed vendors conducting training.

Prepared and administered yearly talent review process for 5 businesses covering 300 senior managers.

Negotiated contracts with vendors for classroom delivery, instructor certification and training materials.

Assistant Vice President, Training Manager and Sr. Performance Consultant – San Antonio, TX

Responsible for departmental strategic planning, budgeting and scheduling. Managed staff of 3. Interfaced with line management to identify operations performance gaps and improvement interventions. Designed curriculum and delivered all management training. Managed projects.

Developed 1997 and 1998 full year strategic plan for training organization. Established goals, procedures and evaluation measurements. Created capacity plan. Determined delivery budget of $250,000.

Managed scheduling and assignments for 14 trainers, 9 classrooms and over 80 programs.

Developed skill matrix and curriculum to build skills for over 300 staff members in an Operations division.

Project Manager and Performance Improvement Specialist – St. Louis, MO

Development Manager – St. Louis, MO

Management Associate – St. Louis, MO

PROFESSIONAL CERTIFICATIONS

Certified Trainer/Assessor for: Achieve Global, Blessing and White, Design Learning, Development Dimensions International, Myers Briggs, Hogan, DISC, Franklin-Covey and Ridge Associates.

Prior Certification: Quality Manager (TQM), Certified Compensation Professional (CCP) and Senior Professional in Human Resources (SPHR)

EDUCATION

MS, Organizational Behavior and Human Resource Management (Honors) – MBA Program, Purdue University

BBA, Management (Cum Laude), Baylor University

Leadership Coaching Certificate, Georgetown University

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