Amanda Topping

• Strategic partner to senior business leaders on all things related to people management.
• Provide strategic advice, counsel, and consultative solutions to business leaders on all people-related aspects of the business, as a trusted partner.
• Collaborate with the broader HR team to provide expertise-based recommendations and value-add solutions
• Responsible for driving people strategy and initiatives across all areas of HR, including performance management, headcount management, employee relations, engagement, recruiting, and learning and development.
• Collaborated with senior leadership to develop strategic initiatives to support business objectives, such as DEI learning programming, employee recognition platforms, and improving the performance review process.
• Analyzed workforce key performance indicators to achieve business objectives, coaching leadership on implementing corrective actions.
• Conducted performance-related conversations for employees at all levels, including Performance Improvement Plans (PIPs), and terminations.
• Provided guidance and counsel to senior leaders on critical and highly sensitive employee issues.

• Created strategies to maximize efficiency across all departments.
• Acted as a liaison between upper-level management and staff members.
• Acted as a liaison between executives and other stakeholders when necessary.
• Monitored performance metrics of various initiatives and identified areas needing improvement.
• Collaborated with cross-functional teams to develop effective solutions to address challenges arising from changes.
• Resolved conflicts among stakeholders concerning proposed changes or implementations.
• Identified areas for improvement, narrowing focus for decision-makers in making necessary changes.
• Developed strategies to ensure successful implementation of changes.
• Set specific goals for projects to measure progress and evaluate end results.
• Created training programs to support organizational changes involving employees' day-to-day operations.
• Coordinated with stakeholders to ensure alignment with business objectives.
• Evaluated feedback from end users regarding changes made in order to measure success rate.

• Designed a new global HR governance process to standardize HR policies and improve HR resource allocation.

• Managed the global HR governance process, including the initial review of all HR change requests, working with change requestors to strengthen their proposals, running weekly meetings with a board of 10 HR directors, and gaining alignment from the board on all change requests.

• Developed and implemented a change management and education plan for the changing role of HR business partners, including a training session for all U.S.-based managers.

• Participant in the HR Leadership Development Rotational Program.