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

Wireback Works

From 90 minutes to half-day, trainings and workshops are customized for your organization and aligned with your mission and values.  Participants will be immersed in an interactive learning experience designed to create curiosity, spark change, and produce results for your team and your organization.

Trainings & Workshops: Designed for your team's growth

HR ESSENTIALS: Ensure you are in compliance and have the tools you need
•Employee Handbook, Job Descriptions, Org Charts, Performance Management Templates, Offer Letters - the complete package designed for your organization currently and positioning you for future growth.

HR ASSESSMENTS:  Move from uncertain to confident
•Through the assessment, your full scope of HR processes and procedures are assessed to ensure compliance.  Risks are assessed and your action plan is prioritized for you.  

HR PROJECTS:  Implement or enhance key HR efforts
•Performance Management, Compensation Plans, Culture Surveys and Focus Groups, Onboarding

HR STRATEGY:  Shift from tactical or operational to strategic HR
•Partner for strategic HR that aligns with your plan for growth.  Includes annual planning, advisement, and check-ins.  Additional options include Organizational Design and Succession Planning

HR Consulting:  From Essentials to Strategy, we deliver what you need.

I specialize in coaching HR Professionals and Leaders who want to achieve their goals.   My clients appreciate my approach and presence and have successfully achieved the goals established.

Want to get a promotion? - we'll work on that!
Want to achieve better balance with work? - we'll tackle that!
Want more confidence? - you will get it!  
Want someone who has been where you are and will understand? - here I am!

Through coaching, I help individuals unlock their authentic self and transform their learnings and awareness to achieve career success.

Leadership & HR Coach: Achieve Your Goals

Central Penn Business Group on Health

•PROGRAM DEVELOPMENT - Developed collaborative programming that supported the needs of the business and non-profit community.

•VIRTUAL PROGRAMMING - Delivered quality virtual programming support HR and benefit professionals.

•COLLABORATIVE PARTNERSHIPS - Actively managed partnerships during a rapidly changing business climate to sustain organizational funding.

•STRATEGIC PLANNING - Launched a strategic planning process with committee volunteers and the Board of Directors.

The Central Penn Business Group on Health's mission is to promote continuous improvement in the quality and cost of healthcare for our member companies, their employees and dependents.  

As the Executive Director, I worked collaboratively with key stakeholders - business, healthcare providers, insurers and brokers - to preserve the quality of care while also keeping healthcare affordable.

Executive Director

LCSWMA

•COACHING & PERFORMANCE MANAGEMENT - Created and implemented a coaching based Performance Management system that utilizes monthly one-on-one coaching coupled with bi-annual performance reviews. 

•CULTURE & WELLNESS - Actively measured and monitored culture and employee engagement through surveys, site visits, and employee focus groups.  Implemented outcomes-based wellness program connected with the transition to high deductible health plan and consumer driven healthcare education.  

•EMPLOYER BRAND IDENTITY - Developed and launched our Employer Brand Identity, that elevated our ability to attract high quality candidates and reduced time to fill by 27% in the first year.  

•LEADERSHIP - Led a team of 9, which included HR, Safety, Continuous Improvement, and Administrative Support.  Proven skills in developing team members directly and collaboratively with other Executives.

•TALENT DEVELOPMENT - Built leadership and workforce capabilities for the future, by attracting and retaining the right quality of talent, creating career paths for employees and aligning and implementing best in class HR processes, to have the right talent and capabilities at the right time in the right roles.  

•SUCCESSION PLANNING - Staff member on the Succession Planning Committee, with the Board of Directors to select a new CEO and ensure a successful transition upon the retirement of legacy CEO.  

•HR MANAGEMENT - Maintained oversight of compensation, recruitment, leadership and talent management, performance management, employee engagement, risk management, safety, and administrative support. Served as Plan Administrator and on the Investment Committee for LCSWMA’s defined contribution Pension and 457 Plans.  Transitioned payroll into HR department and converted to a full-service HRIS  software system.

•COMPENSATION STRATEGY - Developed and implemented competitive compensation philosophy with corresponding wage ranges; monitored market regularly to remain positioned effectively.

Chief Human Resources Officer

•HR DEPARTMENT OF ONE - Created a professional HR function, starting with 80 employees, and it grew grew to 135 employees.

•HR MANAGEMENT -  Directed, maintained and enhanced all aspects of human resources and insurance, which included:  employment policies, employee relations, employee benefits, compensation management, training and development, wellness ,and property and casualty insurances. 

•SAFETY MANAGEMENT - Created a comprehensive safety program, which included adding a full-time safety manager to my team and responsibilities.  

•ACQUISITION & INTEGRATION - Led the efforts to fully staff a newly acquired facility for our first date of operations under our ownership.  

•INSURANCE - Transitioned our Auto, WC, and GL insurance to a heterogeneous captive program to provide rate stability and opportunity for premium dividends based on performance.  

•HEALTH & WELLBEING - Converted our health insurance to a self-insured municipal cooperative program with the opportunity for surplus dividends when claims experience is better than projected.  Launched and led award winning employee wellness program, recognized by Lighten Up Lancaster and LiveWell Lancaster.

Human Resources/Insurance Manager

Burnham Holdings, Inc.

I worked in the corporate office for Burnham where I administered benefits for 1200 employees, including union and non-union employee base within all Burnham companies.  I was responsible for analyzing, evaluating, and recommending suitable benefit options for employees and retirees.  During my tenure I assumed the responsibility for processing bi-weekly salaried payroll for 7 divisions and a total of 240 employees.  I communicated new procedures and changes to all divisional HR Representatives, co-chaired the Wellness Committee, and  created and edited the quarterly wellness newsletter.

Human Resources Administrator

Lancaster Newspapers, Inc.

Starting in HR as an Intern while completing my BS degree, I was able to couple education with application of HR in real-time.  It was invaluable in shaping my career as an HR professional.  

In my intern role, I was serving as an assistant to all aspects of the department:  HRIS and payroll system conversion, communicating with all applicants, assisting with benefits administration, creating communications for employees, and managing employee records.  Upon my graduation, I was hired FT as a HR Specialist and became responsible for the recruitment of all LNP new hires, including applicant screening and managing the interview process.  I administered the defined benefit pension plan and worked directly with the actuaries on benefit projections and retirement planning.  I also served as HR Representative to other Steinman Companies, and represented HR in absence of HR Manager at Intelligencer Printing.  I planned and coordinated the annual United Way Campaign and annual company outing, which was for all Steinman Companies.

Human Resources Specialist

HR and Leadership Coach | Human Resources Consultant | Public Speaker | Leadership Training and Workshops | Everything DiSC and 5 Behaviors of a Team assessments and facilitation

As the leader of a small organization (<100 people), you know and care deeply about the people on your team, but there are issues such as team dysfunction, lack of role clarity, unclear policies and procedures, missing skillsets, or lack of HR expertise that are holding your organization back.

You need the right people in the right places, not to worry about compliance risks, so you can confidently lead your engaged and skilled team and scale strategically.

☀️That’s why I create and implement successful HR strategies that engage your team, build skills, and healthy cultures that work for your organization.

When clients work with me, they receive a measured approach for HR alignment and strategies matching their business needs so that you can focus on leading and achieving results. 🎯

This often looks like:

🔸A stable and compliant HR foundation, with tools and resources such as onboarding, performance management, compensation strategy, and organizational design, to move forward.  
🔸Strategic advisement with an implementation plan for your team.
🔸One-on-one coaching with HR and leaders.
🔸Culture surveys, focus groups, and action plans.
🔸Trainings and workshops for team learning and growth.
🔸DiSC and Five Behaviors of a Team – assessments and workshops.
🔸HR Club: Coaching🔸Connection🔸Education

I work with small businesses and non-profits that are at an inflection point and know they need to be intentional with their people strategy to get to the next level. 

What Makes Me Different:
🔸With over 20 years’ experience in HR and leadership, I’ve done the work, and learned how to deliver results and not just theories.  
🔸I’ve run a small non-profit organization, am a Certified Coach and business owner too.
🔸I come from a place of caring, honesty, and assertiveness which sets me apart when delivering value for leaders and their organizations.

☀️When we’re done working together, you will be fully equipped with the people, skills, and tools you need to move forward.

What Clients Say:
📌Leslie provided a clear roadmap to better understand our processes, what is working well and what we need to improve.  - CEO

📌Leslie gave us clear and specific guidance in a way we could easily understand and use.  
to strengthen our organization. - President

📌Leslie’s expertise has improved our confidence level in how we are navigating both the building and retention of our team. - President

If you are ready to make changes and get the results you need from your team and your organization, email me at leslie@wirebackworks.com or DM to start the conversation.

taplio

The Battle

Melissa Anzman, MBA, CC

Leslie Wireback, MBA, NCC

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