bettHR

bettHR: Solving your HR problems through connection and engagement.

Data-Driven HR
Data and metrics drive every business, including a high-functioning HR department. Knowing the data-story behind your HR activities is not only critical to earn your seat at the table, but also allows HR to be a part of the overall strategy. Tracking the right metrics and being able to tell the story behind the data and how the data is tied to the overall mission, makes HR indispensable.
HR metrics evaluation that take what you’re already tracking, to the next level
• Data strategy to maximize HR activities and solutions
• Datafication of HR – determining the best metrics for your HR team to track and how to implement and incorporate those metrics into your daily HR activities
• Storytelling for HR – taking your data from numbers to actual results

Impactful Employee Experiences
Your employees receive so many communications on a daily basis – are the important messages getting through? Having an employee communication strategy that focuses on reaching your entire employee population – multi-generations, various channels, personalized messages, will ensure your HR change management activities are successful.
• Customized employee communications campaign strategy
• Change management strategy and tactical implementation 
• SharePoint and web service solutions that maximize your budget, reach and value

Communicate Your Total Rewards
Being able to share your unique culture, rewards, benefits, and opportunities to external candidates and internal employees, will continue to provide you with a strategic advantage in retaining and engaging your top talent.

• Open Enrollment strategy and tactical implementation – customized strategy to reach your entire employee population
• Total Rewards strategy evaluation and creation ensuring the goals of your program are being met 
• Web solutions to communicate your total rewards to internal and external audiences

Managing Director, Lead Consultant - Human Resources Solutions

Forbes Human Resources Council

Member of the Forbes HR Council: 2019, 2020, 2022, 2023

Member

Conduent HR Services

• Led benefits communications strategy and associated deliverables for over 45 clients in various industries including Aerospace, Automotive, Business Processing, Luxury Home, Telecommunications, Publishing, and more. 
• Created communication strategies and tactical materials that supported each client’s unique culture, company brand and internal communications voice, to influence their overall benefits and wellness strategy, showing an ROI for their benefits administration spend. 
• Participated in the sales and RFP/RFI processes, representing benefit communication capabilities (administrative and strategic) – created enhanced sales materials, attended sales meetings for new and existing clients. 
• Developed standardized templates and off-the-shelf communications for large-scale projects to be used enterprise-wide. 
• Directly managed the Open Enrollment and wellness communication strategy and tactical deliverables for large-scale clients. Tactical delivery included project management, vendor coordination, writing, editing and designing materials, and client engagement. 
• Brought technology capabilities and skillset, to create new sales and upsell opportunities for solutions including microsites/eguides, videos, audiocasts, and more, ensuring more channel availability, deliverability and usage for client-focused solutions. Designed, coded and managed all microsites across the benefits administration business. 
• Designed and managed the migration on the employee intranet portal for the Xerox to Conduent split, impacting 90,000 employees and created Recruiting EVP for Xerox to Conduent split – including strategy, blueprint, talk tracks, social media strategy and assets.

VP, Strategic Communications, HR Services

American Red Cross

Launched HR Communications as a strategic function across the American Red Cross (approx. 25,000 employees).

Created HR Communications strategy and standards including sub-strategies for Annual Enrollment, Wellness Campaigns, HR projects. In addition to creating the strategy, also wrote, edited, designed, distributed, etc. all messaging for HR-related programs and projects. 

Key Accomplishments Include: 
• Increased engagement during Annual Enrollment, during a passive enrollment year, while saving the company a significant amount of money (upwards of $500k)
• Creating a standard process to message to various organizations
• Implemented new HR metrics - both in tracking and analyzing, showcasing value on various HR and Communication activities
• Created, designed and maintained an external website for Total Rewards

Director, HR Communications & Policy

Abbott Vascular

Responsible for the diagnosis, development and delivery of HR strategies, programs and services that influence and drive the needs of the respective business supported. Ensured strategies  were incorporated and are consistent with divisional/corporate values, sound and ethical business practices, and incorporated Abbott HR practices that support the long-range business plan for the client areas supported. 

Managed the delivery of HR services across a major segment of the business. Acted as the face of the business to HR and the face of HR to the business; act as a liaison between the business and corporate HR. Provided HR expertise to business strategy and consulting on a variety of HR functional issues.

Managed clients and programs of the HR Communications plan. Operated in a consulting role to HR and business unit personnel, delivering strategic communications counsel and project plans that support the HR long-range plan, core initiatives, overarching message platforms, and global HR Communications planning and implementation.

Senior Manager, Business HR & HR Communications

Niche Media

Responsible for recruiting, benefits administration, employee relations, compensation, new hire process, training, performance review process for 300 employees in various locations across the U.S.

Provided overall leadership and direction to all employees; implemented best practices for employee relations, recruiting, internship program, employee files, benefit administration, performance management, new hire process, and management training as identified.

Director, HR (generalist role)

American Express Publishing & American Express Business Travel

Spearheaded and launched a new employee communications department with the mission to create a centralized system of internal communications as well as other employee programs.

Designed and developed employee engagement programs including training, compensation, PMP, recognition, awards, career and succession planning programs.

Created HR Communications strategic plan, tools, processes, messaging.

Manager, Employee Communications

Time Inc.

Pitched national and regional electronic and print publications and media, to secure national placement of press releases, Money articles, and Money editors/writers.

Developed and facilitated employee events with themes based on information from the pages of the magazine.

Senior Publicist (contract)

HarperCollins Publishers

Publicity/Marketing

Employee Experience & Engagement Leader | HR Communications | Speaker | Author | Forbes HR Council

You’re an HR leader delivering exceptional HR, but your team is stuck doing tactical HR work or focused on employee engagement instead of the things that actually moves the needle. 

Let’s fix that. 
👇

Without being intentional in the employee experience you’re creating, you’ll never be able to focus on the right HR strategy to shift your company’s culture, retain key talent, and increase employee engagement. 

That’s the power of the employee experience. 

Creating continuous positive touchpoints for your employees, to build a stronger relationship with your company – while also loving the work you’re doing. 

There’s a time and place for tactical and compliance-driven HR activities, but that shouldn’t be all your team does. 

In fact, if that’s the case, each day you’re losing your HR credibility and the opportunity to showcase the ROI your team can have on the organization. 

That’s where I come in. 

The quickest way to increase employee engagement and have employees living your stated company culture is to create an intentional employee experience across all your HR activities, projects, programs, and tech. 

I’ll support you in uncovering the various gaps your employees are experiencing on a daily basis that has generated increased engagement by more than 35% consistently, created inclusive cultures focusing on retaining talent, and helped hundreds of HR leaders fall back in love with their career. 

If you’re an HR leader and you want to: 

▶️ Get off the tactical HR hamster wheel
▶️ Focus on strategic HR work that makes a significant impact to your employees
▶️ Create a work culture where people want to show up
▶️ Write employee communications that have your employees taking action

Email me at hello@bettHR.com to see how we can partner together to create impactful employee experiences that drive real engagement.

Melissa Anzman, MBA, CC

The Cheesecake Factory Restaurants, Inc.

Provided expert staff relations and employee engagement consultation to restaurant leaders for 230+ locations nationwide.

Independent Human Resources Consultant

Wiley

Provide strategic guidance to global Leadership teams focusing on driving engagement, employee relations, increasing retention, enabling career progression, mobility and development, improving DE&I and facilitate recruitment of key talent.

Human Resources Business Partner

Attorneys'​ Title Fund Services, LLC

Reporting to the Company President of Attorney's Title Fund Services a Division of Old Republic Title, responsible for the development of the company’s people strategy and creating a customer-centric employee culture to further enable the company’s growth. 

Led the design of forward thinking human resources practices across the organization to foster an engaged and high performing work environment. Construct and implement culture and change strategy, communication, talent development, compensation and performance management programs to create a compelling employee value proposition.

Director/ Head of HR

Lead the Biomedical Services HR team of 50+ HR Professionals in developing and executing key HR strategies to support the business goals and success of 16,000 employees nationwide.

Managed the design and implementation of a new HR Service Delivery model resulting in targeted cost savings and successfully positioning HR as a business partner and a strategic asset within the organization.

Strategically directed and led planning, oversight, and implementation of key new HR programs including talent management / organizational leadership review processes, annual employee engagement surveys and continuous improvement tools, standardization of pay practices, and Workday implementation resulting in increased organizational performance and employee development.

Provided HR leadership and counsel on large-scale organizational design and re-engineering initiatives ensuring optimal talent selection, proactive planning, communication strategies, and change management to achieve targeted cost savings and enhanced business performance while mitigating legal risk.

Achieved top quartile Engagement scores for two consecutive years including key performance indexes of employee engagement, manager effectiveness, and performance enablement.

Sr. Director, Human Resources Biomedical Services

Lee Hecht Harrison

Provided coaching on professional development, performance management, organizational behavior, communication, leadership, and change management assisting Capital One associates in professional development and achieving organizational alignment. 

Facilitated change management interventions providing Capital One leaders and employees with actionable tools and techniques for leading teams and individuals through change.

Coaching and Development Consultant

Books A Million

Head of HR and member of the Executive Leadership Team, responsible for developing a human resource strategy to support the organizational growth and build profitability. 

Conducted extensive analysis of existing HR organization and created a strategy to build critical HR capabilities in recruiting, employee relations, performance management, compensation and benefits.

Created and implemented a forward-looking talent management strategy including competency based selection assessments, quarterly talent calibrations, and continuous development of leadership bench.

Directed the implementation of Manager/Employee Self Service HRIS and Taleo Performance Management technology to gain organizational efficiencies and provide management decision support through human resources metrics and information.

Built human capital strategy to support the long term sustainability and growth of three new $100M+ lines of business.

Directed the development, planning, and administration of BAMs benefits programs.  Managed self-insured healthcare costs and implemented enhancements to employee and executive benefit programs to ensure programs were competitive, equitable and cost effective.

Significantly reduced EEOC claims by implementing front line leadership training and improving compliance related processes.

Head of HR, Vice President, Human Resources

Circuit City

Strategic business partner to C-level executives and senior leaders advising and coaching on all aspects of Human Resources strategy, organizational development and leading transformation within their lines of business.

Led a team of Human Resources Managers supporting corporate headquarter associates.

Built a holistic talent cycle through the implementation of succession management architecture and processes, divisional organization review process, organization-wide goal-aligned performance management process, executive on-boarding, and talent data infrastructure.

Led integration of market priced compensation strategy and bonus incentives to attract and retain top talent. 
 
Managed large-scale SG&A analysis for corporate headquarters and field operations including reviews of key processes and organizational structures, talent assessments, consolidation of key functions, outsourcing, and change management.

Director, Human Resources

ACCENT Marketing

Reporting to COO, built and led the field human resources organization focused providing HR services for domestic and international contact centers.

Led the development, implementation of upgraded HR strategies and programs to drive retention and a high performance culture. 

Implemented competency based performance development review strategy for performance management and annual compensation planning.

Defined and established standardized recruiting procedures and employment branding that improved talent acquisition and company brand image. 

Implemented a workforce planning matrix and HR metrics to ensure staffing requirements and key performance indicators were met.

TeleTech

Led a team of HR and Training professionals responsible for recruiting, on-boarding, training, benefit administration, compensation, performance management, and employee relations for a 1000 seat customer care center supporting UPS, a global freight transportation company.

Implemented retention strategies, resulting in a 38% reduction in annualized attrition.

Achieved an 87% reduction in recruiting expenses over a 3-year period through effective sourcing and a targeted recruiting plan. 

HR Project Manager for company-wide implementation and training of Oracle Self Service Human Resources Management System for both US and Canada.

Deployed Predictive Index, an assessment tool used to build behavioral job descriptions, to establish individual career pathing, and to develop succession plans.

Walt Disney World

HR Business Partner to the Merchandise, Information Services, and Sales and Marketing Business Units. 

Facilitated organizational development interventions focused on leadership development, alignment and improvement of processes and enhanced communication.

Designed and implemented a Career Development Program to promote career pathing and talent integration between corporate and operations WDW Merchandise teams.

HR Manager

HR Leader  focused on creating and implementing HR strategies to align business initiatives and organizational values that drive results.  Highly skilled in talent development, employee engagement, change leadership and culture shaping. Recognized as a trusted advisor and collaborative business partner to senior leadership with the aptitude to quickly learn diverse complex lines of business. Excels in developing solution focused teams with a high level of business acumen engaged as business partners and change advocates to achieve dynamic organizational goals.

Multi industry experience in Hospitality, Biomedical Services, Retail, BPOs and Real Estate.

Experience/Strengths:

•	HR Strategy and Transformation
•	Needs Assessments
•	Building / Leading Effective Customer/Client Focused Teams
•	Organizational design
•	Process re-engineering 
•	Change Leadership
•	Coaching and Development
•	M&A/Outsourcing/G&A restructuring 
•	Cost Optimization
•	Start-up Lines of Business	
•	Performance Readiness /Risk Assessments
•	Employee Engagement
•	Talent Calibrations
•	Building Talent Pipelines/Succession Plans
•	Performance Management Tools
•	Performance Metrics
•	Employee Relations
•	Strategic Sourcing
•	Integrated Interview Tools
•	Competency Based Assessments
•	Employee Value Prop
•	Recruitment Branding
•	College Recruitment/ Internships
•	Engagement Survey Action Planning Tools
•	On-boarding/ Mentoring
•	New Leader Assimilations
•	Career Development/ Career Pathing
•	HRIS Implementations
•	Compensation/ Incentive Plans
•	Benefit Plans
•	Large Scale Project Management

taplio

The Battle

Melissa Anzman, MBA, CC

Cathy Gilmour

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