Lisa Roe

Experience

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  YES College Preparatory School

  Aug 2003 - Aug 2005

  9th Grade English Teacher

  •Developed curricula for daily lesson plans for over 100 students (meeting TX state educational standards and accommodating students in need).•Continually assessed students’ progress and developed new approaches to delivering material in an attempt to reach each student’s needs.•Maintained record of progress reports and grades, and communicated with parents regarding child’s educational goals.•Organized community service events to engage students in embracing philanthropy.

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  Northwestern Mutual - McTigue Financial Group

  Mar 2006 - Dec 2010

  Office Administrator-Human Resources

  •Coached managers on hiring needs, employee performance management and professional development opportunities for their staff.•Created and developed instructional material aligned with organizational goals for staff training.•Managed group benefits and facilitated open enrollment periods for health and dental insurance.•Coached financial representatives in developing organizational skills and provided training necessary to prepare representatives for hiring staff.

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  Covidien

  Jan 2011 - Jul 2014

  •Conducted investigations, advised management in appropriate resolution and ensured legal compliance.•Conducted trend analysis in order to identify problem areas in employee relations and develop proactive solutions. •Advised managers on routine performance coaching and implementation of performance improvement plans.•Partnered with Organizational Effectiveness Manager to successfully complete restructuring activities. •Responsible for oversight of the exit management process, including recommendations for process improvements.•Partnered with HR and business leaders to identify employee engagement action planning and follow through activities.•Managed global employee recognition program for over 7,000 employees. Show less •Managed global employee recognition program for 7,000+ employees. •Improved HR processes and developed systems that created efficiency and alignment with departmental and organizational goals.•Responsible for HR analytics regarding new hires, turnover rates, performance management and diversity/inclusion. •Supported range of HR functions within organization including: new hires/terms, compensation, records management, compliance, benefits and leave administration.•Maintained accurate data records within HRIS system (PeopleSoft). Show less

  • Sr. Employee Relations Consultant

    Apr 2013 - Jul 2014

  • HR Specialist

    Jan 2011 - Mar 2013
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  CBRE

  May 2014 - May 2023

  ·Strategic leader within Talent Management Center of Excellence driving global initiatives in performance management, employee engagement, talent development and succession planning for business area with over 65,000 employees. ·Co-lead for performance management pillar with full responsibility for build out and implementation of cyclical performance management process including creating strategy, engaging stakeholders, program management, communications, training and execution. ·Executes global employee engagement strategy and implementation through launch of survey, analysis of results and building out meaningful action plans for segments of the business. ·Accelerates organizational talent and succession program by creating sustainable processes enabling leaders to continually assess talent, identify areas for talent development and build out an internal bench of talent. ·Fosters development culture through focus on impactful development planning, bridging gaps to opportunities and identifying long term career pathing. ·Influences adoption of strategic talent management by People team leadership and Executive business leadership through use of data analytics, benchmarking and research of world-class best practices. ·Trusted advisor to senior leadership; continuously building relationships between COE and stakeholders. Show less ·Managed team of five People Business Partners supporting 1,000+ employees, managers and leaders across Americas region. ·Led employee engagement initiatives including full scale rollout, analysis of results/feedback and development of engagement plans and implementation.· Implemented action plans resulted in account engagement scores reaching top quartile for CBRE and corporate benchmarks. ·Executed talent management programs developing all levels of employees from individual contributors through senior management.·Champion for change management and roll out of new learning/talent management tool to further our strategic People advantage. ·Implemented talent assessment (6-Box) to identify top talent, build succession plans, support development plans and enable successful business transitions. ·Enabled managers to drive success within their teams through coaching, training and leadership development. ·Drove performance management strategy to ensure all levels of employees had goals aligned with business and ensured thoughtful performance conversations and actions were executed continuously.·Executed employee relations strategies to ensure integrity in our policies/processes and successful outcomes aligned with company core values. ·Thoughtfully engaged key stakeholders to obtain and interpret People data to inform decision-making. ·Managed annual compensation planning in partnership with business leaders to drive pay for performance culture. ·Aligned People roadmap with business strategic KPIs to achieve exceptional client outcomes – garnering a World Class designation on client satisfaction survey. Show less

  • Global Talent Manager

    May 2021 - May 2023

  • Senior People Business Partner

    May 2014 - May 2021
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  Alliant Credit Union

  May 2023 - now

  Director, Human Resources Business Partner

  • Strategic leader of HR Business Partner function responsible for managing team of Sr HR Business Partners and Employee Relations Specialist delivering operational excellence aligned to business priorities. • Lead workforce planning and support change implementation for a growing organization. • Develop and lead talent management strategy (Engagement, Talent Review, Succession Planning and Hi-Potential Development) that addresses organizational needs and supports ongoing development. • Identify talent gaps and development needs of the business, its managers, key individuals, and people in key positions with a focus on impact, integration, organizational development and change management.• Serve as member of HR Leadership team; providing thought leadership to overall HR function and contribute to strategic goals, planning and initiatives that align the human resources agenda in support of key organizational strategies.• Partner closely with HR Center of Excellence teams to generate new ideas, support program development and implementation, and promote HR initiatives to the organization.• Utilize data and analytics to capture, analyze, and diagnose the internal environment, team dynamics, and talent capabilities to address organizational refinement, agility and growth. Show less