Amy Weiland

Talent management and talent development

• Manage the day-to-day operations, long-term strategic planning and employee/talent development for three divisions: Professional Services, Learning and Development, and Industry Certifications.
• Build strategic partnerships and regularly collaborate with executive and HR business partners to develop strategic initiatives and long term goals and high impact talent development strategies. Have met 90% of OKRs every quarter.
• Designed and developed talent development enterprise capability model and succession plans for all levels of the organization. Includes an 8-component capability model with accompanying proficiency metrics, succession plans, and quarterly IDPs/performance reviews for focused, engaging talent development. Have promoted 57% of team members within 15 months of capability model roll-out.
• In partnership with sales leaders, led the design and development of enterprise sales enablement program and learning ecosystem. Includes 8-month communication rollout, 8 eLearning courses with 24 modules, leadership eLearning to support implementation, accompanying podcasts, supporting quick reference guides, and coaching cards. Learning solution based on success metrics tied back to business objectives. Training has become part of the recruitment strategy to incentivize new talent to join the team.

Leadership enablement and business development

• Advise, consult, and coach teams of leaders, instructional designers, project managers, learning strategists/solutionists, and writers on incorporating our talent development capabilities to aid in employee growth. Have defined succession plans for over 12 skill levels ranging from interns to c-level roles.
• Led the merger and acquisition of new division including content and personnel into full employee integration within 6 months 38% of team members received a promotion within 12 months.
• Created 21 new workflows and processes in 2023 based on data gathering, needs analysis, marketing assessment, GTM plan, revenue goals, and newly implemented team structure.
• Established new metrics, process, criteria and implementation of full YouScience Consultant Certification Program for the 21 consultants I support to adopt YouScience consulting methodology when providing client-facing coaching and professional development
• Oversee and perform research, needs analysis, and diagnostic design and delivery: Established systemic framework and model for educational leadership success. Collaborated to design 4-part framework and diagnostic tool to assess health of learning systems to identify talent gaps and development needs to reduce gaps. Solutions include leveraging talent data related to aptitudes to offer learning solutions that fit.

Programs to attract and retain talent

• Designed and created compliance and leadership programs and initiatives for Fortune 100 and 500 clients that included KPIs and measurable business metrics for success.
• Created surveys, led focus groups, and interviewed leaders to create data-driven design for enterprise talent development and leadership development programs.
• Lead the redesign for existing and initiatives by conducting: Needs analysis, assessments, and data gathering, data analysis, findings presentations, and written recommendations reports.

Leadership enablement

Lockheed Martin (122,000 employees)

• Designed an enterprise-scale manager onboarding and leadership re-onboarding program to decrease time to leadership readiness and increase leadership retention, engagement, and loyalty
• Earned industry award: Silver Davey Award for Features-Best Data Visualization for Websites

Talent development and leadership enablement

Nordstrom (65,000 employees)

• Through rapid needs analysis and evaluation of key metrics for success, designed and developed enterprise employee onboarding according to desired KPIs for talent development and talent management.
• Collaborated and consulted with top-tier leaders at to developed leadership onboarding courses to decrease time-to-readiness for Nordstrom managers. Program launched across all Nordstrom sites in 2020.

Panera Bread (140,000 employees)

• Collaborated with CEO, CHRO, CFO, and CTO to design a new Enterprise leadership capability model and coaching programs (2022) Designed Advanced Leadership Development Program (ALDP) including career development planning that yielded a 33% decrease in leadership turnover and a 25% increase in promotion rates
• Industry awards: 16 Brandon Hall Industry awards including: Best Advance in Creating a Learning Strategy, and Best Unique or Innovative Leadership Development Program

Talent management and development

KraftHeinz (36,000 employees)

• Worked with top leaders at KraftHeins to design an Enterprise Frontline Leadership Program and integration strategy for all other leadership courses (2020)
• Created integrated approach using 4 of their existing frameworks to decrease time to readiness across mid-level managers
• Industry awards: Silver Horizon Interactive Award in Website , Bronze Horizon Interactive Award in Websites – Training / E-Learning category

Retaining talent and employee engagement

AllenComm - internal initiatives (120 employees)

• Led a team of brilliant Senior Performance Consultants and Learning Strategists Responsible for establishing performance development initiatives, performance metrics, assigning projects (resourcing), and advocating for a healthy, effective working environment
• Team never missed a deliverable deadline and averages 10% under budget on the design of large, highly visible projects
• Created and implemented task assigning strategy in 2020 currently used in Performance Consultant and Instructional Designer planning, design, and client collaboration
• Designed and built internal Initiatives to develop team business acumen Facilitated weekly conversations with team about the current state of the business and our role in meeting goals for timelines and project budgets
• Created a focused cross-functional, collaborative process in 2021 that streamlined the design phase, cutting design time by 40%
• Designed and developed onboarding program and sponsorship support for our recent increase in part-time, remote, and 1099 consultants, Includes detailed RACI matrices, WBT and VILT onboarding training, and supporting materials
• Onboard employees transitioning from academia or teaching field with specific business-centric conversations

Leadership programs

• Led the instructional design, curriculum development, content development, delivery, and coordination of 16 professional development leadership programs
• Revamped leadership development program and tripled our leadership training offerings in 12 months
• Created and supported social media marketing plan for incorporating PositiveIQ into leadership practices
• Provided webinars and workshops for existing and prospective clients

SaaS implementation design and support

• Productization of PositiveIQ Research, L&D Designed the content, CX, and UX for PositiveIQ’s learner-facing workshop app complete with facilitator dashboard
• DERiVE (Customer Service/Support SaaS): Designed, developed, and launched weekly Webinar Wednesday series to network, build, and support PositiveIQ’s customer community
• Designed and developed 23 training modules that were directly integrated into the software’s user data to increase customer success and drive sustainable customer adoption
• Conducted focus groups with clients to create meaningful product adoption and integration strategies
• Software and Curriculum Launch Successfully launched DERiVE software in collaboration with POPi/o at the Governmental Affairs Conference in Washington DC in February of 2018.

Talent and employee development

• Recruited and led contracted consultants and facilitators to offer Jefferson Smith consultative services
• Facilitated more than 300 corporate training workshops for more than 7,500 learners across the country
• Coached three executives at Zions Bancorporation on leadership, emotional intelligence, public speaking, and communication
• Designed, developed, and delivered learning solutions to increase effective leadership, sustainable motivation, efficient communication, change management, personal resilience, and conflict management
• Was responsible for all management of client relations with Employee Assistant Programs including any design, development, and delivery of their programs
• Led the implementation of all digital learning offerings to include webinars and eLearning
• Significantly increased our out-of-state clientele by landing the following accounts: Aetna, BD Medical, MetLife, General Electric, Verizon, Disney Interactive Studios, and Goldman Sachs
• Developed operational strategy for services to be distributed across all lines of business within accounts.

• Designed, developed, and facilitated Estee Lauder school for customers at the retail location.
• Responsible for counter quotas and management of key staff at counter.
• Coached new associates on product, process, and selling effectively.
• Developed strong relationships with clients, resulting in repeat business and referrals.
• Sold merchandise through effective customer service techniques and professional selling skills to reach productivity goals.
• Achieved sales goals through effective communication and demonstration of products.
• Implemented visual merchandising strategies to attract customers and promote featured products.
• Collaborated with team members to improve overall store performance and achieve targets.
• As an artist, traveled to various Estee Lauder events to educate clients, sell product, and meet business objectives.