Cecilia Jen, PHR

Experience

• 

  Mount Sinai Health System (formerly Continuum Health Partners)

  Feb 2007 - Apr 2018

  Leadership Development:- Providing coaching to leaders on topics including team dynamics, conflict management, and employee engagement.- Utilizing assessments such as Hogan, EQi, StrengthsFinders, Social Styles, Situational Leadership, and Thomas-Kilmann, to help leaders develop as part of their leadership journey.- Developing and facilitating orientations for newly hired and promoted leaders.Employee Engagement:- Transitioning our employee recognition program from single annual length-of-service events to team-focused acknowledgment of individual achievement.- Expanding SHARP internship program created as Education Manager/Training Specialist.Organizational Development:- Working on a multi-department team to help a large business unit undergo a massive cultural transformation. In this process, we defined the habits which would be used as core values, crafted communication regarding rollout, met with leaders on how best to engage teams, and partnered with leadership to provide guidance on timelines, and created and managed engagement metrics.- Partnering with leaders across the health system to consult and customize OD interventions. Interventions varied from customizing an existing training for the unique needs of the team to launching full scale OD programs, beginning with needs analysis, through development and execution, and finishing with analysis of impact of learning.- Supporting leaders and employees at all levels as one of our hospitals underwent an unprecedented change. As Mount Sinai Beth Israel prepared to close its doors, I provided support on how to navigate the drastic change to many employees as they found positions elsewhere in the health system.Diversity & Inclusion:- Chairing the Asian Resource Network (ARN) which provided education on topics surrounding Asian culture, such as Lunar New Year festivals and Diwali informational sessions, as well as coordinating a calendar of events during May, Asian Pacific American Heritage month. Show less Employee Engagement:- Developing and overseeing the SHARP program, an internal internship program with the overall goal of helping hungry and engaged employees learn a new skill set while interacting with leaders and employees from a different specialty/department. The SHARP team recruited respected leaders to act as mentors to employees eager to learn more about the health system around them. Leaders were able to get a fresh perspective on stagnant problems and employees were given the chance to develop new skill sets while being exposed to a new field and people. While overseeing this program, I helped develop curricula for both interns and leaders to ensure both parties maximized their experience in the program. - Creating a “Roadmap for Success,” a competency-based development guide. The purpose of the roadmap is to allow employees the opportunity to assess strengths and weaknesses as well as develop what skill sets may be lacking and preventing their growth in the organization. It also acted as a tool for managers to help focus areas of development for members of their team.- Co-chairing the Human Resources Task Force (HRTF) which was created to reverse stagnant engagement within the HR department. The HRTF partnered with the Chief Human Resources Officer (CHRO) and other senior HR leaders to develop programs around employee recognition and appreciation. Training & Development:- Analyzing Kirkpatrick Level 1 and 2 data from training programs and strategizing ways to convert learning to results and practice. - Creating and facilitating numerous training programs, as well as our new employee orientation to audiences ranging from small groups of 10 to larger groups of 100+. Show less Recruitment:- Conducted full cycle recruitment for nursing, administrative, Allied Health, and various other clinical and operational support roles.- Collaborated with hiring managers to organize hiring events such as job fairs and open houses as well as develop short and long term hiring goals in line with team/department growth plans.Labor Relations:- Partnered with Labor Relations on employee relation issues such as employee transfer procedures to ensure compliance with union’s collective bargaining agreement and local laws.- Attend weekly job committee meetings with union delegates, labor relations staff, hospital administrative staff, and HR staff to debate issues regarding the union, workforce analytics, hiring and promotion of staff, and general labor relations issues.Employee engagement:- Provided career coaching, resume assistance, and career guidance for current employees seeking to grow and develop within the organization.- Managed the Student Nurse Internship Program, including advertising, recruitment, screening and placement of candidates with the intent of developing a pipeline of qualified nurses. Show less

  • Senior Talent Development & Learning Specialist

    Mar 2017 - Apr 2018

  • Education Manager/Talent Development & Learning Specialist

    Mar 2012 - Mar 2017

  • Education Specialist

    Feb 2011 - Mar 2012

  • Recruiter/Generalist

    Jun 2008 - Feb 2011

  • Recruitment Assistant

    Feb 2007 - Jun 2008
• 

  Independent

  Apr 2018 - Sept 2019

  World Traveler

  In April 2018, I decided to embark on the adventure of a lifetime. Leaving the comforts of New York behind, I began a journey that would take me through more than 40 countries across 4 continents. During this adventure, I was consistently pushed out of my comfort zone in parts of the world where I didn't speak the language or understand the culture. It was an experience that at times was trying, but ultimately was one of the most rewarding and eye opening of my life. The opportunity to meet new people and experience new cultures has been something that has enriched my life beyond measure. Show less

• 

  GOAT Group

  Nov 2020 - now

  - Built out learning & development function, including hiring team and developing strategy.- Coordinated onboarding with the People Ops team, ensuring new hires have an engaging Day 1. - Implemented leadership pilot program to the entire organization, impacting 200+ leaders by establishing the standard for leadership performance and alignment with core values.- Launched the first employee focused development program, grouping 100+ employees into small learning groups to help drive employee engagement and connection to the organization. - Partnered with the Customer Experience team to implement a learning management system to 1,500+ users, including developing change management strategy and market launch of the software.- Regularly evaluated success measures of programs, including leadership development and performance management trainings, to measure the success and lead the iterative improvement.- Acted as an advisor and subject matter expert to leaders in the areas of learning and development. Show less - End to end project management of bi-annual performance review cycles, including stakeholder management with partners such as HRBPs, total rewards, HR tech, and organizational leadership.- Designed and piloted organization’s first leadership program, partnering with leadership and HRBPs to obtain buy-in on content and programming. - Implemented performance management software across the organization to streamline performance management and employee engagement experience.- Ad hoc program management, including launching first ever DEI panel discussion and coordination with external vendors to provide targeted leadership development opportunities. Show less

  • Manager, Learning & Development

    Feb 2022 - now

  • Manager, Talent Planning

    Nov 2020 - Feb 2022