Gieselle Poveromo

· Responsible for transforming our workplace culture. Led the creation of a multi-year (began in 2017) Strategic Plan for Employee Engagement and Workplace Culture Solutions targeted to 49 Planned Parenthood affiliates and our National Office. Led end to end process that included current state assessment, creation of the case for change, obtaining C suit support for change, implementation of new cultural framework, measurement and iteration.

· The primary service provided is the scaling of our In This Together Cultural Framework. Our In This Together Cultural Framework (created in 2014) is a bold, strategic, approach to engagement that develops leaders, associates, and front-line customer-facing staff to inspire exceptional, brand-affirming, measurable, customer and employee experiences across Planned Parenthood Curriculum. Deployed to 35/49 affiliate offices (approx. 7,000 federation employees within our US & Global Offices) since inception. Analysis shows that affiliate health centers that deploy elements of our In This Together Curriculum have higher Employee Engagement than those who do not. Lead rapid redesign to implement our curriculum via virtual learning (i.e., due to COVID).

· Pioneered federation-wide, Leadership Development Strategy with a focus on enabling our leaders with knowledge and skill to create highly engaged and effective teams. Built first of its kind Planned Parenthood Leadership Competency Model (using evidence-based leadership practices as a benchmark). Work included the design of leadership development programs to develop critical leadership skills. Scaling new competencies and associated learning across our federation of 10,000+ employees and 3,000 managers of staff. Responsible for all change management components to include creating the case for change, assessing organizational readiness, and preparing the organization for change, as well as the measurement of impact. Currently iterating learning program to include greater emphasis on equity and inclusion leadership skills.

· Partner with HR Generalist to analyze, Great Place to Work and Climate & Belonging Surveys Data use data make recommendations to senior leadership on where to focus People & Culture efforts.

· Led end to end process of needs identification, case for change, sponsor identification, implementation of leadership development program, measurement and iteration. Improved Physician Engagement scores from 12th% tile to 84%tile in two survey cycles. Division achieved system recognition for improvements outcomes.

· Created C.U.R.O. Conversations (trademarked). Physician Leadership Development Program for 500 physicians completed from May 2015 – October 2016. 66% of Physician Graduates with three-month post-data increased Patient Satisfaction scores.

• Senior HR Learning and Organizational Development Consultant.
• Led analysis of organization-wide Employee Engagement results to assess the impact of the 40-hour Employee Engagement for the Leaders Learning Program. Findings concluded 80% of managers who participated in the program improved their Employee Engagement Score from the 2011 Survey to 2012.

• Led implementation of a new Performance Management Process. Design and delivered Training of Trainers to 50 HR Generalists.

• Built a first-of-its-kind Learning Strategy for 2,500 Compliance Risk and Audit professionals.
• Lead a team of four Learning Consultants. Obtained Six Sigma Green Belt.
• Developed 7 Competency Maps identifying critical knowledge and skills for key positions within the division. Competency Maps utilized by 2,500 Compliance Employees.
• Led Talent Acquisition process for Ready Talent Audit Development Program. Experienced recruiter.

· Co – Led the selection process for a new Performance System. Led end to end process of needs assessment, vendor selection, training of HR Staff to use new process and tool, designed training, implemented, measured, iterated.

· Trained in Nine Box Succession Management Process. Led conversations with senior leadership to assess and calibrate talent as well as coached mangers on use of online Succession Plan Portal.