MARY FAIRCHILD
Seattle,WA
Summary
Results-driven VP of Human Resources. Leverages people and best practices to create accountable performance aligned to the business objectives. Change agent with a history of driving continuous performance improvements through people processes. Develops and executes strategies to attract, develop, engage and retain strong and diverse talent.
Overview
15
15
years of professional experience
Work History
Vice President, Culture and Talent Development
F5
05.2018 - Current
- Managed and directed a team of 12 with a specific focus on learning and development, diversity and inclusion, culture engagement, employee listening, and talent management practices.
- Developed and monitored talent development programs encompassing manager training, high-potential identification, sponsorship, mentorship, and coaching initiatives while promoting participant diversity
- Assessed business needs and enhanced people related programs to effectively meet organizational objectives
- Led innovative diversity and inclusion programs, leading to a current 12% increase in employee diversity representation
- Implemented strategies resulting in continuous cultural improvement aligned with the company's core values. Increased employee engagement scores by 7% pts.
- Established a performance management system that reinforces the organization's values and promotes employee growth.
- Created and oversaw a dynamic skills-based taxonomy that formed an integral part of the company's job architecture, supported by ongoing learning initiatives.
- Utilized AI to transform learning content into scalable and sustainable programs, effectively reducing spend.
- Oversaw the enhancement of cultural engagement through strategic employee listening initiatives.
- Provided counsel on culture and talent related issues to the executive team as a member of the HR Leadership team.
Senior Director, Diversity and Inclusion
F5
- Led global diversity and inclusion team, enhancing diversity representation and fostering inclusion at all leadership levels.
- Worked closely with centers of excellence to seamlessly integrate diversity and inclusion principles into all people and talent programs.
- Implemented leadership accountability practices, leading to significant improvements in diversity and inclusion metrics and public recognition.
- Revamped employee resource groups resulting in a dynamic leadership development program where 46% of employees actively participated in various community groups.
- Implemented transformative training programs on allyship, inclusion, unconscious bias, inclusive leadership, and systemic inequality.
- Implemented systems for monitoring progress towards diversity goals through key performance indicators.
- Assisted in developing strategies to improve recruitment, retention, and promotion of diverse employees.
- Provided guidance on issues involving discrimination or harassment claims filed by employees.
- Developed resources for managers regarding best practices for creating a welcoming work environment for all employees.
- Researched current trends in diversity initiatives across various industries.
- Engaged with external partners such as local community organizations to build relationships that support organizational objectives related to diversity efforts.
Senior Manager, Organizational Change
F5
- Managed team of three individual contributors to support ongoing project management and program execution.
- Led the development and implementation of new company values, seamlessly incorporating them into all aspects of employee engagement (Highlighted in i4CP’s research on culture revitalization.)
- Directed the planning and execution of strategies aimed at promoting a cohesive and supportive company culture.
- Managed global HR strategy and budget to align with the company's objectives, prioritizing highest impact items for optimized fund allocation.
- Led the implementation of business transformation by identifying required skills change, cultural practice enhancements, and improvements in HR processes and technology in close collaboration with the Business Transformation Office.
- Performed stakeholder analysis to identify influential parties, evaluate their concerns, and devise the optimal plan for successful change execution.
- Implemented change management plans and strategies to drive successful organizational change, incorporating communication and resistance plans.
- Conducted ongoing surveys and gathered stakeholder feedback to identify opportunities for enhancing employee satisfaction.
Senior Manager, HR Strategy and Programs
Microsoft
02.2009 - 02.2017
- Designed and implemented a highly regarded inclusion index in employee surveys, facilitating the measurement of employees' level of belongingness and identification of specific areas where interventions are needed.
- Created and executed a holistic diversity and inclusion strategy that successfully measured its impact, expanded initiatives, and enhanced the program portfolio.
- Developed and implemented strategic plans to assess department effectiveness and improve program offerings.
- Successfully executed large-scale events, such as the annual women's conference, and conducted company-wide training sessions on unconscious bias in recruiting and HR project management.
- Implemented leadership accountability program tied to pay, enhancing diversity and inclusivity organization-wide.
- Analyzed data from market research surveys to identify trends and develop actionable insights for organizational growth.
- Developed long-term relationships with key stakeholders externally to further enhance HR programs and strategy.
People Analytics Manager
Microsoft
- Critically evaluated company's hiring efforts and collaborated with recruiting function to identify areas for improvement while celebrating notable successes.
- Led cross-functional team in developing and presenting comprehensive people-related scorecard to top executives, providing valuable insights
- Managed the execution of talent reviews, mid-year promotions, performance management, and training initiatives on an annual basis
- Implemented a transformative approach to diversity, and inclusion by leveraging advanced analytics and data-driven decision-making.
- Directed implementation of HR data/analytics tool updates throughout the organization.
- Collaborated with stakeholders to define business objectives and KPIs for analytics initiatives.
- Identified areas of improvement in existing processes through data exploration and statistical analysis techniques.
- Documented findings from analysis projects in a clear and concise manner that can be easily understood by non-technical audiences.
HR Manager, OD and Analytics
aQuantive
Education
Masters - Organizational Development Psychology
Central Washington University
Bachelors - Psychology
Western Washington University
Skills
- Microsoft Suite
- Diversity and Inclusion
- Talent Acquisition
- Workforce Planning
- Data-driven decision-making
- Contract negotiation skills
- Succession Planning
- Organizational Development
- Stakeholder Management
- Research proficiency
- Coaching and Mentoring
- Training development
- Data Analytics
- Employee Development
- Budget Administration
- Leadership Development
- Program Analysis
- Staff Management
- Retention Strategies
- Leadership coaching
- Employee Surveys
- Job Analysis
- Program Development
Timeline
Vice President, Culture and Talent Development
F5
05.2018 - Current
Senior Manager, HR Strategy and Programs
Microsoft
02.2009 - 02.2017
Senior Director, Diversity and Inclusion
F5
Senior Manager, Organizational Change
F5
People Analytics Manager
Microsoft
HR Manager, OD and Analytics
aQuantive
Masters - Organizational Development Psychology
Central Washington University
Bachelors - Psychology
Western Washington University