Employee Relations Manager

Annalisa Renovitch

636-***-**** www.linkedin.com/in/annalisarenovitch **********@*****.***

Summary

Human Resources Leader with a successful track record in organizational development, talent management, learning and development, coaching, employee relations, and recruiting. Delivery of enterprise plans for all core talent management, culture and engagement processes in support of the organization and its leaders. Demonstrated success in the design and implementation of performance management programs and leadership training. Skilled as a facilitator, coach, collaborator, strategist, and relationship manager.

Certifications

Insights Discovery Leadership Process: Motivating Change DISC

Fierce Conversations Myers-Briggs Type Indicator Leadership through People Skills

Professional Experience

AMEREN – St. Louis, MO May – Dec 2019

Publically held energy company serving 64 counties in Illinois and Missouri. Rev $6 billion.

Leadership & Organizational Effectiveness Consultant

Managed the Succession Planning Process to ensure continuity of leadership with high potential talent. Collaborated with HR generalists to ensure the process was effective and thorough by providing project management, resources and materials. Launched strategic workforce project for upskilling and reskilling training to expand skills across at all levels in the organization. Worked closely with key stakeholders by identifying roles and responsibilities to ensure work was aligned with Ameren’s overall culture and strategy.

•Established Succession Planning metrics and determined key insights for succession plans.

•Managed external nomination-based programs for development of talent at all leadership levels.

•Counseled leaders on the creation of individual development plans for direct reports.

EMERSON/White-Rodgers – St. Louis, MO 2015 – 2019

Publically held engineering company providing commercial and residential technology. Rev $400 million.

Manager, Human Resources & Organizational Development

Developed, enhanced and managed annual performance management process replacing prior antiquated, inadequate, manual process. Established and managed learning and development program including design and facilitation of course content and utilization of vendor training programs. Facilitated team-building and intervention sessions. Managed full-cycle recruitment process for all corporate and field positions with one direct report. Integrated Korn Ferry competencies into all Talent Management processes. Provided Talent Management support for client areas including employee relations. Acted as Board Member for campus-wide Women of Emerson ERG.

Training and Development: Created, from ground up, a curriculum for manager training and for all employees, leading the full life-cycle of program design, development, and implementation including materials, communications, surveys, and facilitation with 80 -100% completion rates. Managed and administered the Learning Management System including all reporting functions to evaluate the success of the curriculum. Demonstrated strong written and spoken communication with the ability to present to large audiences.

Performance Management: Transformed the existing ineffectual performance management program (PMP) with an objectives-based online process that incorporated competencies and professional development. Raised the bar of performance conversations by conducting regular training on PMP and established tracking for completion of development plans. Facilitated Talent Review preparation and processes and provided guidance for anyone with questions regarding PMP, Talent Review, or development plans.

HR Business Partner: Served as a trusted advisor and change agent for my client groups through behavioral science and cross-departmental partnerships regarding team member performance, management practices, human resource policies, talent management, and compensation. Responded to complex employee concerns in a dynamic, newly formed team and coordinated with appropriate stakeholders to escalate highly-sensitive issues and resolve them satisfactorily. This resulted in a high level of trust with many employees and thus a strong level of trust and engagement across business lines.

GE OIL & GAS – St. Louis, MO 2014 – 2015

Contracted through Yoh, A Day & Zimmerman Company providing top technical professionals nationwide.

Team Leader, Staffing & Recruiting

Led team of 5 recruiters to fill 50 positions each in all functional areas across the country. Processed development for newly centralized Recruiting function for the entire Oil & Gas division. Managed full-cycle recruitment process and fostered relationships between client, stakeholders and candidates. Identified, screened, and submitted qualified candidates for technical and non-technical positions while managing expectations of hiring managers, HR managers and candidates throughout the interview and hiring process. Accurate and detailed reporting within both automated and manual tracking systems.

Consultant / Facilitator 2009 – 2014

Designed assessment forms and methodologies for leadership development and strategic planning, Sourced and recruited Information Technology consultants for private business and government agencies. Developed propriety processes and business tools for executive coaching and assessment start-up.

•Coached 300+ executives through a series of 3-day leadership development seminars.

•Delivered 100+ Executive Assessment feedback sessions.

CALERES – St. Louis, MO 2001 – 2009

Publically held footwear wholesaler and retailer. Rev $3 billion.

Director, Talent Management & Executive Development (2005-2009)

Designed and developed Succession Planning and Talent Review processes for the top 250 leaders. Provided strategic interventions, trainings, and team-building activities for all functions. Tracked and analyzed performance, potential, and human capital metrics for 12,000+ employees.

•Designed, developed and automated Talent Review profiles for 250 leaders for use in succession planning.

•Designed and developed magnetic profile templates for functional and divisional review.

•Facilitated activities to align functional and divisional strategies and activities with company objectives.

•Designed board review materials for HR activities of the entire company

Manager, Executive Development (2003- 2005)

Provided design, development, and training, for new global performance management program.

•Re-wrote over 200 position descriptions to create uniform performance management criteria.

Manager, Talent Acquisition (2001- 2003)

Managed all recruitment for Famous Footwear, filling 100+ positions at all levels for $1.5B retail business.

•Implemented ATS and implemented a more efficient and transparent recruitment process.

Education

MBA, Organizational Development – Upper Iowa University, Fayette, IA

Bachelor of Arts in Philosophy (Magna cum Laude) – Trinity College, Deerfield, IL

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