Amanda May

• Work closely with CEO and CHRO to build employee value proposition and brand story, as well as, change strategy to deploy and embed within culture resulting in 78% understanding/ engagement metric in first quarter.
• Partnered with business leaders, finance and HR functions to build first strategic workforce plans aligned to company strategy and goals.
• Integrated talent management process to identify talent gaps, future needs and opportunities. Developed corresponding succession and development plans to retain and attract talent to business.
• Build and drive change strategy for revised corporate bonus program across all regions in partnership with compensation CoE and CHRO.
• Identified HR training needs and conducted training for employees and leadership to drive productivity and achieve business goals.
• Discovered and resolved complex employee issues that affected management and business decisions.

• Development of multi-year People Team strategy and transformation with Chief People Officer and leadership team to define critical initiatives, budget implications and change strategy.
• Developed and implemented new Purpose, Values and Behaviors for organization requiring cross-functional collaboration and ongoing communications, leader / manager development and change management.
• Partner with Talent team to revise performance management processes and leader / manager competencies to align with Values.
• Designed Employer Brand strategy and new narrative campaign to align with new Corporate Brand and alignment to SaaS Transformation strategy.
• Lead change and communications strategy for new digital workspace with cross-functional team to scale HR and enhance employee experience.
• Evolved employee listening strategy across employee lifecycle and implementing actions to improve engagement scores by 5% in 12 months.
• Overhauled internal communications channels, built new centralized communications team and led ongoing communications and engagement strategies during COVID pandemic.

• Partner closely with CEO, CHRO and executive team on enhancing internal communications.
• Partnership with Talent function to develop and launch first manager development program for organization.
• Lead change and communications strategy through global pandemic with measurable results. Developed targeted communications and learning for managers to support them in managing newly remote teams, engagement, crisis communications.
• Lead $6M project to develop and implement new digital workplace with complete overhaul of intranet and platform integration requiring executive alignment and cross functional collaboration.
• Lead communications and change management for company's largest acquisition.

Support organizational goal of becoming one of the World's Most Admired Companies through:

• Partner closely with Talent function to develop and deploy new Leadership Competency framework and corresponding talent assessment process to support 2030 Vision.
• Assessment of core values across the organization resulting in development and deployment of refreshed values communications campaigns to help further align all employees to the company culture.
• Partner with head of Diversity & Inclusion to develop D&I narrative and change strategy to measure and shift cultural norms, behaviors, and talent.
• Implemented new communications channels and messaging to build stronger connection to company Mission and long term strategy.
• Overhauled current employee listening strategy to provide multiple touchpoints across employee lifecycle for data to inform cultural enhancements.
• And designed and deployed manager training and communications empowering them to drive engagement.

Drive long-term business value, effectiveness, and scale for HR organization by delivering multi-year strategy and messaging for Global HR function in partnership with CHRO by:

• Establishing an HR management operating system, project management office and communications channels to align and execute against HR strategy.
• Develop comprehensive change communications plan to implement new HR technology – ServiceNow, as well as, design workflow and processes to enhance employee experience and scale HR function.
• Develop and deploy change management methodology, tools, and resources.

• Developed end-to-end talent management review process, metrics, and corresponding talent solutions to develop high-performance organization.
• Including design and implementation of Workday talent and performance modules.
• Refined existing leadership behaviors, competencies, and role requirements aligned to business strategy.
• Upgrade internal communications infrastructure to connect CEO and leadership to 17,000 employees, as well as align organization to vision, mission, and values.
• Lead Centennial Celebration planning including enhancement and promotion of C&S brand to engage customers and employees in celebrating history and building excitement for future vision.

Other Roles at Iron Mountain included:

Organizational Development Consultant February 2013 - June 2014

CHIEF OF STAFF, OFFICE OF COO August 2009 – February 2013

CHIEF OF STAFF, OFFICE OF THE PRESIDENT. May 2006 – August 2009

• Partner with CHRO and Head of Talent to design and implement talent management processes including: critical role / talent identification, talent assessment, development and succession planning.
• Lead program / change management and communications for largest organizational redesign. And developed corresponding processes, and tools for talent assessment, succession, organizational design.
• Consulted with business leaders to build strategic workforce plans.
• Designed and implement first development program for both executive leadership and front-line supervisors across North America.
• Develop communications for new corporate growth plan and brand purpose, enterprise vision, mission, and core values.
• Globalize internal communications channels and content to align with new business structure and strategy.
• Lead change communications strategy for multiple M&A activities (acquisitions, divestitures) restructures, reduction of force, process and policy changes with measurable impact.
• Operationalized new structure including new decision (RASCI) matrix based on restructuring and revised management operating systems to drive accountability, performance, and strategic planning.
• Lead multi-year business planning processes for North America Operations and creation of project management office to support execution of strategic project portfolio.
• Design and execute global events and recognition, including new outsources model for global events management resulting in better experience and $2M of savings for organization.
• Revise crisis communications processes with CSO to minimize risk and protect brand.
• Partner with Chief Diversity Officer to define and embed diversity and inclusion.