Antoinette R. Marshall

• Formulates trusted partnerships across the HR function to deliver value-added service to employees and executive leadership in alignment with the organization and business unit objectives
• Delivers HR expertise in the areas of people strategies, talent planning, performance management, compensation, investigations, resolution of employee relations issues, and administration of HR policies for 2000+ Finance employees across hospital systems
• Provides strategic support to executives on complex, organizational restructure and M&A efforts
• Maintains confidential nature of employee and company proprietary and privileged information
• Promotes and enable necessary changes to align operations with strategic plan
• Maintains current knowledge of regulations and legislation to amend policies and promote compliance

• Provided HR expertise and guidance to executive business partners, legal, risk and compliance that resulted in mitigation of HR risk on various Total Reward issues
• Supervised and coached less experienced employees on complex HR initiatives, reducing time to complete deadlines by 3 months
• Implemented strategies and policies for governance programs in compliance with FLSA and VEVRAA that proactively detected and prevented significant organizational HR risk to the organization
• Created and deployed HR governance service model significantly improving clarity on partnership interactions between the business lines and HR
• Led the Business Resiliency HR strategy and plan for Total Rewards, significantly decreasing Total Rewards risk assessment rating

• Provided SME Consultation and Project Management support for highly sensitive and regulatory HR initiatives
• Provided SME knowledge to business leaders on the design and implementation of an Enterprise-wide Redress Policy
• Reviewed highly sensitive program management data for guidance and recommendations to risk leaders
• Consulted with Implementation Lead on improvements to HR regulatory action plans, and third-party vendor program management tool

• Advised HR leaders, Executives and HRBPs on complex HR regulatory deliverable strategy and completion, resulting in reduction of overdue HR deliverables by 40% and in some cases, completion of deliverables 2-3 months early.
• Established staffing projections, forecasting, process mapping and reporting program in partnership with HR leaders, Project Managers, Talent Acquisition, and business partners
• Partnered with HRBP and data leaders to advise on high-level staffing strategy to deploy robust end-to-end staffing process, introducing a model of standardization enterprise-wide
• Delivered Officer Title nomination strategy and program for enterprise consistency providing synergies for Compensation and Performance management frameworks
• Led coordination of writing narratives for high-profile HR regulatory initiatives

• Managed strategy and implementation of leadership development programs exceeding heighted regulatory expectations
• Provided strategic consultation to executives to identify needs, opportunities, solutions related to leadership programs, decreasing attrition by 5% in first year
• Supervised less experienced, leadership development employees to define their deliverables, optimizing employee engagement via offerings and development opportunities
• Provided career and development coaching to all levels, increasing positive development feedback within engagement surveys
• Developed leadership development learning curriculum and formal onboarding program, reducing speed to competency in role from 12+ to 6-8 months
• Established HR Community of Practice, to champion division-wide development initiatives and promote career mobility, later adopted in other enterprise areas
• Partnered with other HR partners and third-party vendors to reduce learning costs by 500k over the course of 5 years,
• Designed and facilitated live and virtual leadership development training (domestic and globally)
• Conducted focus groups, analyzed survey data, and offered cost-effective recommendations to leaders
• Managed SME selection for learning solution design, aligned competency models and developed robust learning experiences to boost engagement scores by 10%

• Managed L&D projects within timeline/budget
• Accepted production requests from L&D and assigned projects
• Met regularly with L&D Program Managers to consult on learning needs
• Managed e-learning testing to ensure compliance with LMS
• Consulted with appropriate resources to maintain project execution and success over time

• Facilitated individual development programs from associate to executive level
• Managed change management strategy for tuition reimbursement program, saving the organization an average of 1M in processing discrepancies
• Designed and produced HR learning, in-house database, communicated complex requirements to HRIS partners, exceeded regulatory compliance requirements and saved thousands annually
• Produced automated job mapping solution and e- learning programs, reducing manual mapping with a decrease in mapping errors by 80%
• Managed third-party vendors to improve learning design and testing strategy