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

Sevita

Human Resources Operations Manager

Responsible for Ohio MENTOR’s Quality Improvement activities, agency licensing & certification, foster home certification and recertification, and contract management oversight. Assisted Executive Director with day-to-day operations, as directed.  Managed team of over 20 personnel & collaborated with team members in Ohio and across Sevita/The MENTOR Network routinely.  Co-led implementation of foster care clinical model and provided training to staff on required topics within the clinical model as a certified trainer. 

- Served as Operating Group representative on Sevita’s People & Culture Steering Committee
- Created curriculum & led implementation of standardized new employee orientation for foster care.
- Created curriculum & led implementation of leader development training.

Regional Director

Responsible for overall program compliance with internal and external quality assurance standards and health & safety measures. Collaborated with director of operations, program managers and other staff to collect and analyze operational data and develop strategies to improve results.  Served as state project leader for implementation of evidence-informed service delivery model.  Completed internal investigations in response to critical incidents/risk management issues.  Conducted monthly internal program evaluations to assess achievement of state rules, corporate standards, contract requirements, and accreditation standards.  Provided in-service training on various topics, including workplace safety. 

- Led agency Council on Accreditation initiative, including project planning, document development and team facilitation.  
- Developed & implemented standardized systems across the state to support service quality and reduction of risk, as state's services have grown.

State Quality Improvement Manager

UMCH Family Services

Directed operations of outpatient mental health services program.  Responsible for an effective and efficient program as evidenced by positive financial results, consumer outcomes and customer satisfaction. Managed staff of three direct reports and six indirect reports as well as nearly a dozen independent contractors. Routinely met with stakeholders to build and maintain community relationships.  Ensured implementation of  contract expectations, accreditation standards, applicable state rules/guidelines and agency policies and procedures.

- Improved program productivity by 20+%.
- Developed and implemented systems to ensure timeliness of clinical documentation.

Program Manager, Outpatient Services

UMCH Family Services (aka United Methodist Children's Home)

Ensured implementation of agency performance improvement activities, including internal clinical record review, stakeholder satisfaction survey, outcomes monitoring, incident reporting. Coordinated onsite certification and accreditation audits. Facilitated teams aimed at improving processes and managing risk.  Served as agency HIPAA privacy officer and custodian of records.  Provided in-service training on medical necessity, corporate compliance, continuous quality improvement. 

- Extremely involved in development and implementation of statewide child welfare outcomes project (OACCA Outcomes Data Project), 2005-2011.  Served on multiple committees, including those focused on data analysis and data collection. 
- Twice led agency Council on Accreditation initiative, including project planning, document development and team facilitation.  The agency achieved an expedited accreditation decision during both accreditation cycles. 
- Presented at national conferences: United Methodist Association 2002 Executive Summit (HIPAA privacy standards), United Methodist Association 2008 National Conference (corporate compliance), Council on Accreditation 2009 National Conference (corporate compliance).

Director of Quality Improvement & Compliance

Assisted in the coordination, monitoring, and maintenance of a quality assurance program for a non-profit, child welfare agency.

Quality Assurance Assistant

Provided general clerical support to over twenty employees in a non-profit, child welfare agency.

Administrative Assistant

Learn. Lead. Serve.

My college alma mater’s motto has guided my path since I set foot on campus.  I rather accidentally discovered the field of child welfare and human services after graduation from the University of Dayton; working in this field provided the opportunity to check all those boxes.   I set out immediately to learn and understand how this complex system works.  Even when not in a managerial position, I have sought to lead by example.  As my role has evolved over the years, I have deliberately focused on developing other leaders. It is one of the things I am most proud of in my career.   I am grateful for the opportunity to be part of a system that seeks to address the profound impacts of trauma.  Being a part of a helping field is incredibly important to me.

The most rewarding parts of my work are:
- Supporting caregivers, including through participating in internal and external workgroups to improve the employment and caregiving experiences
- Solving programs - using data, process mapping, and other strategies
- Developing future leaders 

I’ve developed skills and abilities in the following areas to be effective in fulfilling my personal mission to Learn, Lead, and Serve.  These include:
Data analysis | Technical writing | Developing training content | Delivering training | Documentation | Customer Service | Project Management | Process Improvement | Microsoft Office Suite | Team Building | Organizational Development | Communication | Situational Leadership ®

taplio

The Battle

Melissa Anzman, MBA, CC

Marti Eagleton

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