Project Management Change
Resume:
RUDDIE COOPER, M.Ed., CCMP, CMMI v.*.*, LSSGB
Silver Spring, MD., ******.******@*****.***
SUMMARY
Act as a Functional “Solution Architect” – Leveraging system thinking integrating change, talent mgmt., and learning focused on Objectives and Key Results (OKR) while designing solutions toward value.
Expert in examining independent, dependent, and interdependent processes to unveil root causes within systems, operations, and lifecycle supporting and evaluating enterprise decision-making.
Act as “Thought-Leader” – Demonstrated ability to think critically, strategically, and tactically impacting the balance scorecard.
Change/Talent/Learning Consultant October 2014 – Present
Accession Learning
Baltimore City Public Schools (2024), Evolvsys (2020-2023), Exelon Corp. (2021-2022), Cigna (2019-2020), State of MD. (2014), BoozAllen (2011-2012), Deloitte Consulting (2008 – 2010), Accenture (2007 – 2008)
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oLed transformation and change management initiatives as Program Manager ord Sr. Senior Consultant, applying ADKAR and KOTTER models to enhance operational performance, support Digital and ERP implementations, and strengthen data and cloud governance. Assessed archiectture and infrastructure interdependencies, engaged stakeholders, and analyzed outcomes to uncover patterns and trends shaping strategic direction. Integrated talent management principles to ensure workforce alignment, skill readiness, and leadership capability to sustain organizational change.
oConducted comprehensive organization, performance, and talent assessments to evaluate change readiness, strategy alignment, and risks in VUCA (volatility, uncertainty, complexity, and ambiguity) environments exists. Delivered actionable insights to align chainge initiatives with business models, roles, roles, workflows, communications, and training strategies linking results to talent development, workfore engagement, and succession planning efforts. Conveyed insigts to support business models, role/expertise, processes, communication, and training while facilitating talent mapping and workforce planning activities that supported business model transformation, clarified role expectations, enabled tailored communication and learning strategies to close critical skill gaps.
oPartnered with cross-functional leaders to craft and support communication strategies that increased awareness and engagement in change initiatives, programs, and training events (roadshows). Authored articles, white papers, policies, and marketing content to support Communities of Practice (CoP) presentation, directly reinforcing talent development frameforks and support leadership pipelines.
oLed stakeholdrer analysis, processs identification, and created change plans navigating productivity gaps and workforce transformation. Applied learning articitecture (Curriculum Dev., ISD, Technolgy, and Assessments) to align workforce learning programs and cultural renewal goals. Designed and developed leadership and, workforce development initiatives addressing multi-dimensional challenges across business, operation, financial, and technoloworkforce for transitiogy landscape involving business models, operation, financial, and technology landscapes.
Change Management/Workforce Consultant Oct. 2016 – Apr. 2017
Aveshka – Metro DC
oServed on OCM team to support enterprise cloud migration and technology adoption through workforce enablement by aligning talent strategies with the 6R;s migration approach, Facilitated reskilling and upskilling [programs to prepare workforce to transition from legacy data center mainframes to cloud platforms (AWS, Azure, Oracle), ensuring teams were equipped to manage to Mnage ITSM within a microservice architecture.
oLed OCM efforts by designing and exaecuting communication, training, and adoption plans that bridged technical transformation with people radiness. Ensured alignment of new roles, skills, and responsibilities with people readiness. Determine alignment of new roles, skills, and responsibilities with emerging technologies and service models through competency-based development.
oStandardized and optimized roles and responsibilities through talent mapping and capacity analysis. Validated workforce capabilities using SWOT findings, then recalibrated job tasks to ensure alignment with process demands, skill gaps, and strategic goals across Lines of Business (LOB). Directed ITSM asset transition governance by embedding talent management considerations into system configurations, governance models, and policy development. Promoted talent practices by aligning asset lifecycle planning with succession planning, capability building, and knowledge retention.
Change Manager Feb. 2015 – Jan. 2016
Accenture – Houston, TX
oServed as PMO Change Manager for cyber security initiativesrelated to Infrastructure Protection (NER-CIP v,5), including adherence to 0-992-5-014-2 standards, SOC, HITECH Act, amd HIPAA-C guidance. Integrated talent strategies by identifying critical cybersecurity roles ensuring workforce are trazined and aligned with compliance and risk migration procedures.
oSupervised curriculum revisions and traing document creation to align data site procedures and operational improvement with Bulk Energy governance, risk management, and CIP v.5 compliance, Led cross-functional teams using KOTTER change model, Bloom’s Taxonomy, and ADDIE methodology to build technical and complice competencies. Institutionlize processes[based learning to develop talent pipelines, standardized performance expectations, and embed regulatory understanding across operations.
oAligned organization development, talent competency, and performance standards using a role-based GUI dashboard totrack change adoption, measure skill acquision, and drive accountability. Designed a risk management plan that sincorporated role ambiguity, sklills gaps, and resistance ensuring early adoption and alignment of talent strategies with project timelines.
Worked an array of short-term projects: Change/Training, Finance, Asset Mgmt., Healthcare
Accession Learning May 2014 – Dec. 2014
Housng Urban Dev. – (HUD HQ)
oServed as PMO Training Manager for ERP Oracle OBIEE 12c and MicroStrategy implementation supporting Porfolio Practice & Asset Management (PRMT) operations. Collaborated with engineers integrating data governance from several IT systems. Analyze trends, and projections making operations efficient and effective by assessing skill gaps, aligning training programs with system changes, and supporting workforce planning. Oversaw Budget Formulation & Forecasting system (BFF) implemetation occurring simultaneously to optimize labor costs and workforce capacity.
oLeveraged the ADDIE model to design and implement a training strategy for cross-functional teams addressing the organization structure (business model), data analytics (KPI/reporting), performance metrics, and asset management standards. Delivered ILT to support role-based competencies and enhance performance towards future state operations.
Accession Learning – (Maryland Virtual Healthcare Marketplace) May 2013 – April 2014
Linthicum, MD
oLed technical training and change initiatives in collaboration with engineering teams to support DevOps and ConOps strategies, including APIs/SaaS operations and BPR. Supported the optimization of a statewide E-commerce Procure-2-Pay (P2P) system serving over 6 million residents.
oApplied ITIL best practices to enhance supply chain system performance across platforms (EP Financial, Tivoli, EXACT, Connecture, Curam). Utilized ADDIE model throughout all instructional phases. Reinforced knowledge management and role-based training to support talent development, standardization, and compliance across enterprise.
oConducted job-specific training (Case Managementent) to call center and outreach teams, successfully reached, onboarding 150+early adopters. Employed a blended learning approach using business cases, UX research, and job task analysis to conduct needs assessment. Designed and facilitated ILT to drive user adoption, increase awareness of eligibility, and compliance with evolving policy requirements.
Accession Learning – (Pentagon) April 2012 – May 2013
Arlington, VA
oServed as Performance Strategist and Talent Development Consultant enhancing customer satisfaction and workforce capacity through targeted skill development, performance management, and employee engagement strategies. Led workforce planning initiatives, addressing projected talent through reskilling and upskilling.
oCollababrated with HR leadership on talent acquisition (job description, recruiting) mapped career pathways (competence, roles) and define KPIs to align to business goals. Designed and implemented performance management, and leadership development programs, and aligned HPO workshops to drive operation improvements.
oLeverage HRIS tools to track workforce readiness, training compliance, and change adoption. Developed incentive programs (certifications, Non-monetary rewards) to promote continuous learning, career progression, and organization growth.
EDUCATION
Virginia State University, (B.S) in Business Administration, and Masters (M.Ed.) in Business Education
Troy State University, Completed 36 Credits toward a Master’s (M.S) in Instructional Technology
CERTIFICATION
Certified Change Management Practitioner (CCMP), Assoc. of Change Management Professional
Certified Lean Six Sigma Green Belt - Gemba Masters
Certified CMM I Associate V.2.0 - ISACA Capability Maturity Model
PROFESSIONAL PROFILE
SKILLS
Organization Design
oHPO, Agile (Scale)
oSELC, ITSM
oIWMS
Change Management
oCCMP (Certified)
oCMMI 2.0 (Certified)
Disruptive Technology
oERP (DCAS, ;Oracle Fusion, EBS 12)
oMicrosoft (Dynamics 365)
oCloud (AWS, Azure)
oAutomation (SOA, VoIP, P2P)
Architecture
oInformation - (MicroStrategy)
oData - (Migration, Waretechnical, Hyperion)
oApplication - (Curum, Connecture, iVALUA, Jira, TRIRIGA, Confluence, MAXIMO )
Infrastructure (ITSM/ITIL)
oIaaS, PaaS, SaaS, EaaS
oAPIs, Microservice
oTivoli, EXACT, JD Edwards
oSupply-Chain Network
oAutomation
SKILLS
Talent Enablement (TE)
oWorkforce Planning
oCareer Planning/Development
oForecasting
oCapacity Building
oCompetency Mgmt.
oPerformance Mgmt.
oSuccession Planning
oAnalytics (Compliance, Metrics, KPIs)
Learning & Development (LD)
oOrganization/Need Assessment
oNeed Analysis
oCurriculum Development
oContent Design/Development
oInstruction System Development (ISD)
oTraining Delivery
o Evaluation
Coaching
oFacilitation
oJob Tasks Analysis
oPerformance Management
oIndividual Development Plan (IDP)
E-Learning Tools
oArticlate
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