William Gray McDowell, HRM, PHR
email@example.com 248-***-**** linkedin.com/in/williamgraymcdowell1 Professional Experience
Global Training and Development Lead – Americas Region umlaut April 2019 – Present Southfield, Michigan
Build and leverage Talent Management tools and methods to identify, engage and manage stakeholders. Use honed consulting skills and processes to diagnose and understand capability and competency gaps within the business (e.g., skills gap analysis resulted in implementation of mentoring programs).
Design and coordinate learning solutions, strategies, and plans that deliver on immediate priorities and emerging business needs. Provide thought leadership to create learning solutions across a range of formats: e.g., social learning, on-the-job training, e-learning; digital learning, and instructor-led training. Administer SumTotal Learning Management System (LMS).
Apply strong project management discipline to develop high-impact, tailored organizational development solutions, with robust communications and change management plans (e.g., developed executive integration workshops for global entity merger) across region: United States, Canada, Mexico, and Brazil.
Provide subject matter expertise on all aspects of the Talent Management Framework and the full spectrum of L&D activities: from training needs analysis and design, through to delivery and evaluation of learning solutions and development initiatives. Manage the Performance Management systems, corporate university (umlaut university), and Talent Mobility infrastructure.
Develop an evaluation strategy and approach for each learning program to provide timely, meaningful, and accurate reporting on organizational effectiveness and business performance. Budget oversight for Strategic Business Units' professional/career development and administer enterprise Training and Education budget: total funds managed, approximately $750,000.
Learning and Development Manager – North America Business Unit Nemak April 2018 – March 2019 (12 mo.) Southfield, Michigan
Proactively connected with Hiring Managers and Attraction and Onboarding Team (HR) to ensure proper onboarding support plans and development plans for new employees. Reviewed onboarding - both functional and executive - processes, shared best practices, and participated in onboarding improvement and retention efforts throughout the USA/Canada Business Unit.
Managed and promoted SAP SuccessFactors Learning Management System (LMS) for the region while supporting OJT recording systems for production and skilled-trades workforce. Assigned training, researched learning initiatives to support business and customer needs, promoted and assisted in creating and uploading company-specific training material to the LMS. Led efforts to identify ways to improve utilization of LMS across the region, including hourly employees, in support of a 'learning organization' (global initiative). Partnered with customers to identify needs, and leveraged internal and external eLearning and micro-learning to support them.
Planned, coordinated, and executed learning and development programs and content. Evaluated effectiveness of training and development programs and utilized relevant evaluation data to revise or recommend changes in instructional methods, learning objectives and competency frameworks.
Managed state training fund initiatives and educational partnerships with colleges/universities and workforce development institutions to maximize training and development budget, improve performance, and support development of new capabilities in Operational Excellence, Industry 4.0, and Sales Enablement.
Supported Supervisory and Team Management development and follow-up actions to reinforce training initiatives. Championed KPMG 'Global Functional Academy' for Finance, IT, Program Management, HSE and Purchasing departments, and CCL 'Leadership Learning Journey' initiatives for Mid-Level and Front-Line Managers throughout the region.
Training Manager - MOBIS Technical Center of Americas (MTCA) Hyundai MOBIS January 2016 – March 2018 (2 yrs. 3 mos.) Plymouth, Michigan
Developed systems to support effective learning programs, particularly leadership development and cross-cultural communication. Promulgated advice and guidance to support employee and organization development, such as engagement and job satisfaction strategies.
Managed social learning initiatives, such as Communities of Practice (CoP); each CoP, which was comprised of technical skills Training Coordinators, identified compulsory training needs and delivered Technical Seminars on behalf of MTCA researchers and engineers.
Managed Individual Development Plans (IDP) to align compulsory training and professional development needs. Managed an annual professional development budget of over $550,000. Mitigated training budget constraints by leveraging Training Officer-facilitated Technical Seminars, formal mentoring and job coaching (Structured On-the-Job Training Program). For managers, augmented IDPs with Executive Development Plans (EDP) to aid in enhancing leadership competency development and succession planning.
Enhanced Team Management and Leadership skills of hiring managers, while preparing Lead Engineers and Assistant Managers in their succession into managerial positions. Continuously improved onboarding and assimilation initiatives for new starters by effectively utilizing adaptation diagnostic assessments, cross-training and team facilitation.
Routinely reported training and development key performance indicators (KPI) and metrics to provide key stakeholders with greater insight into MTCA learning programs and systems (return on investment-ROI). Administered Skillsoft content delivery platform (Skillport).
Senior Specialist, Talent Management - Technology Research Center North American Lighting, Inc. July 2015 – December 2015 (6 mos.) Farmington Hills, Michigan
Partnered with Corporate Leaders to forecast and develop plans for key staffing initiatives for Advanced R&D, such as
'Cultural Fit' assessment tool; actively participated in all staffing related activities and engaged in cross functional projects (Talent Development, Talent Management).
Created and implemented employment marketing strategies to attract passive job seekers based on Employer Value Proposition (EVP): for example, compensation equity and transparency.
Developed and implemented search strategy that included vendor selection process and performance metrics for all searches; tracked and reported key metrics designed to measure and predict staffing activity to efficiently manage third-party recruitment agency partnerships.
Managed full-cycle recruiting process to meet the various staffing goals across all levels within multiple business units
(R&D, Sales); regular follow up with the respective Hiring Managers and candidates to ensure timeliness of recruitment and selection processes.
Worked with Hiring Managers and interview teams to ensure job requirements and expectations were clearly understood and candidates were assessed against appropriate criteria (CRI Achiever Assessment) based on organization cultural fit.
Organizational Development Consultant
Diversified Chemical Technologies, Inc. January 2014 – June 2015 (1 yr. 6 mos.) Detroit, Michigan
Implemented new human resources systems, policies and procedures, and organizational change management solutions. Coordinated human capital due diligence (assessment tools, communication meeting, inter-organizational cultural training) during acquisition proceedings.
Formulated team management and leadership training programs, applying principles of adult learning (ADDIE, SAM).
Conducted research studies of physical work environments, organizational structures, communication systems, group interactions, engagement and morale, and motivation to assess organizational functioning and to recommend improvements to recruitment, development, and performance plans and strategies.
Implemented interview techniques, rating scales, and psychological tests (e.g., MBTI and DiSC) to assess knowledge, skills and abilities for the purpose of employee selection, placement and advancement/promotion (succession planning).
Interviewed personnel and conducted on-site observation to ascertain business unit functions and process inefficiencies to develop job competency models and to recommend improvements to management philosophy. Senior Learning & Development Specialist – MGM Grand Detroit MGM Resorts International January 2013 – December 2013 (12 mos.) Detroit, Michigan
Supported full life-cycle talent management strategy process in support of the MGM Resorts People Philosophy; served as an expert in the administration of Cornerstone at all employee levels; trained peers and employees on functional skills through Workday.
Implemented property mentor program include project planning, implementation, and an ongoing evaluation of the process; acted as a resource for career development and coaching.
Benchmarked, developed, facilitated, and evaluated guest service programs (Wowing the Guest/Service Recovery) designed to enhance the property’s service culture driving employee engagement and guest satisfaction.
Delivered effective core training for all employees including not limited to new hire orientation (Igniting PRIDE), safety, compliance, and other leadership development programs (Management Academy, Aspire); ensured employees were taught property/company practices, values, service standards, and expectations. Training Specialist
Butzel Long June 2012 – December 2012 (7 mos.) Detroit, Michigan
Delivered cost-effective training to improve work product quality and employee efficiency.
Prepared teaching materials for core software tools used by legal assistants, paralegals, and attorneys; delivered consistent, quality training experiences via all training modes, including instructor-led (ILT) and online eLearning.
Researched, developed, and wrote end-user documentation, including Frequently Asked Questions (FAQ), Quick Reference Cards (QRC), and usage Tips for core software.
Edited, customized, and proofed training materials in the Firm’s Learning and Employee Development (and e-Learning) Library.
Provided informal Customer Service training, such as Lunch and Learn sessions, post-learning Floor Support, and virtual conference Q&A sessions.
Prepared evaluations and descriptions of training events, including user response, workflow observations, and follow- up / support considerations.
Education & Certification
University of Iowa, MBA – Management and Organizational Leadership Estimated Completion December 2022
Penn State University, Master of Professional Studies – Human Resource Development Jan 2011 – May 2012
College of Charleston, Bachelor of Art – Philosophy, Politics, and Law May 2001 – May 2005
SHRM Certified Professional (SHRM-CP)
Jan 2015 – Mar 2021 License 010932
Professional in Human Resources (PHR®)
May 2012 – Mar 2022 License 600537420