-
Page 1 of 2 | Marigrace McKay | [email protected] | 423.653.7696 |
http://www.linkedin.com/in/mckay1
MARIGRACE MCKAY, SPHR, CPLP MSC, BUSINESS MANAGEMENT AND
ORGANIZATION DEVELOPMENT
[email protected] 423.653.7696 www.linkedin.com/in/mckay1
www.ocmadvantage.com
Results-driven, progressive Human Resource, Organization
Development/Effectiveness (OD/OE), and Talent Management Business
Partner and Leader. Identifies, develops, and executes emergent
initiatives and future-state programs. Accelerates successful
results with expertise, and Project and Change Management skill.
Manages people processes and change responsibly and proactively
with communication, qualitative analysis, assessment, planning,
structure, and education at all levels. Applies analytics,
innovative resourcefulness, and positive perspective to complex
challenges. Reinforces culture with goal-alignment and credibility.
Consumer packaged goods (CPG) and durable goods, engineering, and
technology service sectors. Functional scope includes: HR/OD
Management, Staff, Development, Budgeting
and Service Delivery Performance and Talent Management Employee
Engagement, Relations Transformation and Turnaround Dynamics
Metrics, KPIs, Management Reporting Enterprise, Multi-site
Operations HRISs, LMSs, Centers of Excellence Values, Ethics,
Policy, Best Practices Process Improvement, TPM, and Lean
EXPERIENCE
OCMAdvantage (Organization Change Management) MAR2013-present
HR, OD Project Manager, virtual USA
- Managing range of professional HR services, in freelance
employment. Six-month interim HR. Studying for Project Management
Professional (PMP) certification during employment transition.
Kraft Foods Global, Snacks & Confections Division
DEC2008-FEB2013 Senior Manager, Continuous (process) Improvement
Manager, Atlanta, GA JAN2012-FEB2013
- Cross-functional promotion to CI Department Manager leading
team of process engineers/Black Belts to implement $4.2M
operational improvements.
- Chartered and led team to implement new, corporate global Risk
& Change Management standard. - Formed and led various
cross-functional teams and system upgrades. Generated $10M 3-year
project pipeline. - Sep2012 Kraft divested Division to form new
entity Mondelez International.
Senior HR Manager, Performance Improvement (PI), Talent &
Leadership Development, 100% travel DEC2008-JAN2012 - Managed and
led 3-person HR/Talent Management team in the change/transformation
design and implementation of a
$4M, 3-year performance, leadership development, learning, and
operations excellence (OpEx) platform across 6 North America Supply
Chain facilities and 400 managers and supervisors.
o Transformation master components included: formal OD/Change
Management process methodologies, communication plans, various
assessments, talent reviews, competency modeling, behavior-based
interviewing, on-boarding, manager/team development planning
process, individual development plans (IDPs), coaching, succession
planning, employee relations, Gallup Engagement Survey, retention
strategies, and progress metrics and reporting.
- Created Association for Talent Development (ATD) award-winning
blended learning platform (30,000 hours and e-learning) including
company-specific and advanced management concepts.
- Active partner on Leadership Teams working closely with
executive stakeholders, GMs and functional Managers, HR Managers,
and several consulting service providers.
- President’s Award and Innovation Award nominee; Recognized for
high People-Developer profile; Selected to serve on Morale pillar
in preparation of Kraft/Mondelez 2012 split; 4 years Exceeds
performance rating; Performance Improvement (PI) Charter completed
and closed in 3 years as planned; 100% travel.
Wm. Wrigley JAN2007-NOV2008 OD, Training Manager, HR,
Chattanooga, TN
- Managed development, training, and HR business improvement
processes in line with transition to Mars new ownership and
performance standards across 300 employees.
mailto:[email protected]://www.linkedin.com/in/mckay1http://www.ocmadvantage.com/
-
Page 2 of 2 | Marigrace McKay, SPHR, CPLP | [email protected] |
423.653.7696 | http://www.linkedin.com/in/mckay1
- Built talent and training functions. Designed Supervisor Forum
to form mid-level management core. Coached high-performers in
Wrigley Americas.
- Selected to lead global team in design of standard
problem-solving methodology. - Steering Committee member and pillar
leader in Leadership, Learning, and Operations achieving 97% of Y1
objectives. - Created unique recruiting outreach program for
critical engineering positions. 2008 Mars acquired Wrigley.
La-Z-Boy SEP2005-OCT2006 Corporate Human Resource Manager,
Chattanooga, TN
- HR Department management and Leadership Team member for 2,200
employees with 6 direct reports for employee relations, employment,
training, benefits, and occupational health functions; initiated
several labor cost efficiency improvements.
- Successfully transitioned workforce to team production and
pay; prepared for 24/7 conversion. - Designed employee engagement
program in response to corporate call-to-action which produced
highest FY-month top-
line profit and intangible goodwill. - Stemmed 60% annualized
turnover, developed community-wide win-back strategy of skilled
labor, and accelerated skills
training program and grants. Earned regional Employer of Choice
distinction.
BD AUG2004-AUG2005 Human Resource Manager (Business Partner,
regional), Kearney, NE
- HR Department management and Leadership Team member for 800
employees with 3 regional direct reports. - Originated multi-state
recruitment program for hard-to-fill scientific/R&D/quality and
process engineering staff. - Originated analytics used to
streamline employment processes, reduce contract labor by 86%
($1.4M annual savings),
reduce job bidding by 68%, revise policies, procedures, and job
classifications, and effectively converted workforce to 24/7
schedule without claim thereby enabling recovery of newly launched
product. Built mid-level management core.
OTHER SIGNIFICANT EXPERIENCE 1980-2004 Atlantica Consulting,
2002-2004 HR and OD Management Consultant, Abingdon, VA/virtual
Provided broad range of HR management, business consulting and
training services to growth companies in: supervision, recruitment,
handbooks/policies, AAPs, staffing efficiency improvements, audits,
claims reduction, best practices research, and job analysis.
Employment Law instructor. Served pro bono as Examiner, President’s
Quality Award and Maryland State Quality Award. Visador Holding
Corp. , 1998–2002 Human Resource Vice President, Abingdon, VA
Re-built HR functions and re-negotiated all self-insured benefit
plans for three holdings in building trades (lumber, stair parts,
furniture, and architectural columns) in turnaround mode with 700
employees across 6 facilities in 5 states. Resolved claims backlog.
Expanded workforce 34%. Reduced accidents 75%/$1.5M cost avoidance.
Ethics and Privacy Officer. Improvements led to profitable sale as
planned, no longer in business. Booz-Allen, Lockheed Martin, Arthur
D. Little (ADL), and MCI Telecommunications, various, 1980-1998
Technology Services Project Management Consultant, Contracts
Manager, and Business Analyst, Washington, D.C. military and
civilian agencies.
EDUCATION
Master of Science (M.Sc.), Business, Management and Organization
Development, The Johns Hopkins University, Baltimore, MD, 1993.
Qualified for post-graduate studies in Technology Commercialization
with a federal Lab-to-Market technology transfer program,
University of Baltimore, Baltimore, MD, 1995. Bachelor of Science
(B.S.), Economics, West Virginia University, Morgantown, WV, 1980.
Awarded collegiate internship with the National Transportation
Safety Board (NTSB), Washington, D.C.
PROFESSIONAL DEVELOPMENT
- Certified Senior Professional in Human Resources (SPHR),
2001-2016. - Certified Professional in Learning and Performance
(CPLP), 2011-2017; and Change Manager, 2013. - Certified Lean/Six
Sigma Black Belt (L/6SBB), 2010. - Project Management Professional
(PMP) certification in progress, expected 2015. - Skilled in
Microsoft Office Suite, several HRISs, SuccessFactors, Sharepoint,
and desktop productivity tools.
-
Marigrace McKay, OD/Change, Leadership Addendum, 2015
Page 1 of 3 Marigrace McKay, OD/Change, Leadership Addendum,
2015
ORGANIZATIONAL DEVELOPMENT (OD)/CHANGE MANAGEMENT, AND
LEADERSHIP DEVELOPMENT AND PLATFORMS
Psychometric, Behavioral, Self- and Multi-Rater Assessments
Korn Ferry, Assessments: Voices 360 multi-rater, and
viaEdge/Learning Agility; and FYI and Learning Agility competency
libraries.
SHL/Lominger and UCL competency language for development and
coaching.
Hogan Business Reasoning Inventory (HBRI).
Hay Group, Inventory of Leadership Styles (ILS), Experience
Based Learning Systems.
Devine Group, Core Develop Behavior Assessment.
CPP, FIRO-B (Fundamental Interpersonal Relations Orientation);
Myers-Briggs Type Indicator (MBTI), MBTI Step II.
TRACOM Group, Social Intelligence, Social Style profile.
Stephen M. R. Covey, The Speed of Trust assessment.
Center for High Performance Development (CHPD), Leadership
Orientation Questionnaire (LOQ).
DDI, Targeted Selection.
CBE/ SHL Talent Measurement, Occupational Personality
Questionnaire (OPQ).
Herrmann International, The Whole Brain Thinking System.
Change-Style Inventory, Discovery Learning. Change
Management
Force-Field Analysis, and 3-Step Model of Change (for
individuals and groups), Kurt Lewin.
7-phases of Planned Change, Ron Lippitt.
Grief Cycle (personal change), Elisabeth Kübler-Ross.
Managing Transitions, William Bridges.
The 8-Stage Process of Creating Major Change, John P.
Kotter.
ProSci, ADKAR Change model.
McKinsey Consulting, 7S Model. Values Based Management, and
Leadership
The Servant as Leader, Robert K. Greenleaf.
From Values to Action, Harry M. Jansen Kraemer, Jr.
The Heart of Change, John P. Kotter.
Practice What You Preach: What Managers Must Do to Create a High
Achievement Culture, David Maister.
Leadership Model, and Encouraging the Heart, Kouzes and
Posner.
The Fifth Discipline, Peter Senge.
Situational Leadership, Kenneth Blanchard/Paul Hersey.
Diffusion of Innovations, Everett Rogers (formerly, Beal, Rogers
and Bohlen Technology Curve).
Organization Development
Building Talent, and Organization Capability, several, Dave
Ulrich.
Neuroscience SCARF Model, David Rock.
Congruence Model, Nadler and Tushman.
Organizational Types, Mintzberg.
Various, Chris Argyris, Marvin Weisbord. Learning and
Development
Telling Ain’t Training (Association for Talent Development,
ATD)
Leaving ADDIE for SAM (Rapid Application Development (RAD).
Consulting, Interactive Processes:
A Positive Revolution in Change: Appreciative Inquiry (AI),
David L. Cooperrider and Diana Whitney.
Flawless Consulting, Peter Block.
Process Consultation, Edgar Schein. Employee Engagement,
Rewards
Gallup Employee Engagement.
Tembo-Social, Globoforce, various.
Cognizant Technology Solutions, Knowledge Transfer
Management.
Various, ad hoc, custom pulse communication surveys and
analysis.
Core, Strategy
The Balanced Scorecard: Translating Strategy into Action, Kaplan
and Norton.
Five Forces, Michael Porter.
SWOT Analysis, Albert Humphrey, SRI International.
http://en.wikipedia.org/wiki/Robert_K._Greenleaf
-
Marigrace McKay, OD/Change, Leadership Addendum, 2015
Page 2 of 3 Marigrace McKay, OD/Change, Leadership Addendum,
2015
Client-Specific Tools/Techniques
Organizational Analysis
Force-Field Analysis
Data-gathering
Group Dynamics
Training Needs
Learning Effectiveness
Change Readiness
Gap and impact analyses
Stakeholder management and communications plans
Bloom’s Taxonomy
MOUs, Rules of Engagement
RACIs
Master plans, initiatives, deliverables,
New product acceleration
M&A cultural integration plans
New leadership assimilation
New Employee On-boarding (recruitment insights, and
recruiting/networking)
Visioning (thought to taught)
Structural organizational design/re-design and job design
Workforce planning
Technology: Information technology (IT) and engineering
development models; functional and system requirements (RAD); user,
system and interoperability system testing, CS scripting.
Project Management: Cost/schedule control, earned value
assessment (EVA), decision milestone management.
Adult Principles of Learning (performance-based approach).
Instructional Systems Design (ISD), ADDIE Model.
Various HRISs Taleo, iCIMS, SAP Success Factors Succession PxP
9-box. Various (LMSs) Talsico, Luminance, Intelex; Mindjet
MindManager. The Johns Hopkins University, Carey School of
Business, Master of Science (MSc) Curriculum, 1993 Advanced
business management and applied behavioral science studies -
Coursework in industrial & organizational psychology (I/O
psych), process consultation, sociology, creativity and innovation
management, quality systems, motivation, human
factor analysis, emotions and reasoning, organization dynamics,
group dynamics, models and design, psychometrics and assessments,
systems thinking, change and transformation, job
design/competencies, performance evaluation and management,
curriculum and training design, Appreciative Inquiry (AI), business
ethics, governance, and research and qualitative statistics.
Qualified for a Master’s extension program (16 credits) in
Technology Commercialization, a federal Lab-to-Market technology
transfer program at the University of Baltimore, Merrick School of
Business, Baltimore, MD, 1995. Author, Publications, Media
Create Your Masterpiece, A Legacy of Learning and Growth.
Executive Learning Exchange (ELE), Editor Dirk Tussing, ISBN:
978-1475131253-3 – 2012 (Amazon).
The Road to Success Managing the Business of Change - Bringing
Science and Engineering Back to Operations. A joint Kraft/GP Allied
specialty publication.
Co-hosted Expert Radio in-studio talk shows with Host, Steve
Hardiman and guests: Zig Ziglar, Barry Kouzes, Jim Posner, Dr.
Deborah Tannen, Caela Farren, Michael J. Gelb and other management
authors and organization thought leaders which aired live on the
Internet, and re-aired over the Radio America network, 1998.
Productivity Disciplines
GMP, EPA, OSHA, ISO 9000, and many industry-specific quality
standards.
Malcolm Baldrige National Quality Award (MBNQA) Criteria
(strategic alignment).
OHSAS 18001, Global standard for Risk Management.
Great Place to Work criteria.
TPM (total productive ’manufacturing’) in Process Industries,
Tokutaro Suzuki.
Performance, Development Training
1. How to Write an Employee Self-appraisal 2. How to Conduct
Meaningful Performance
Evaluations 3. How to Measure and Address Competency
Gaps
-
Marigrace McKay, OD/Change, Leadership Addendum, 2015
Page 3 of 3 Marigrace McKay, OD/Change, Leadership Addendum,
2015
Authored Leadership Development Training for Kraft Foods
Classroom, 30,000+ hours
1. Kraft U.S. Biscuit Network Leadership Development I
(2010).
2. Kraft U.S. Biscuit Network Leadership Development II
(2011).
Online Courses 1. BEX Online Intro & Navigation 2. Boost
Your Development Planning 3. Leaders As Teachers 4. Leading With
Lean Six Sigma 5. Process Control Challenge 1 6. Process Control
Challenge 2 7. Listening for Workplace Effectiveness 8. Using
Questions as a Communication Tool 9. Harassment in the Workplace
10. Insubordination
Other, Authored Leadership Development Training
Development Planner for Leaders of People. Evidence of Learning
and Training Reinforcement for Managers.
Zoomerang Learning Extension Surveys.
3-sigma Level Learning Effectiveness, Green Belt Project. In
e-learning (asynchronous) ‘bells and whistles’ not significant in
learner effectiveness. Two points of out control: More SME
involvement in content development, and role of
environmental/culture and manager support are essential for
training transfer. Data obtained from 6 locations, 400
Managers.
Authored Training Design, Development for Various
1. Basic Process Control for Operations Excellence
(self-testing, primer).
2. Leading Through Change for Business Unit Managers,
seminar.
3. Lean Awareness, Basic Process Management.
4. Lean Awareness, Autonomous Operations Management.
5. Situational Leadership for Supervisors. 6. Structured Writing
for Managers. 7. Targeted Selection (Behavioral
Interviewing) for Managers. 8. SuccessFactors Succession PxP
9-Box for
Managers. 9. TPM Pillars - Leadership, Learning, and
Morale for Managers.
10. Learning Objectives: Enabling and Terminal Objectives (many,
needs analysis)
InProcess Training and Methodologies
1. Teaching with 1-2-3 CARE 2. SOLVE Problem-Solving Methodology
3. 5S, Mini-Lean, Visual Management
Various Custom Print Communications, Communication Arts
Talent Branding Brochure (What’s to Love?)
Employee Surveys – Who Are We?
Communication Plans
Cross-Functional Grids
Key Take-Aways
Training Process Plans
At-A-Glance Guides
Train the Trainer
Employee Newsletters
Local Corporate Communications-press releases, ads, articles
One Point Lessons
POPs (point of practice)
Posters, Visual Management
Sharepoint
MindMapping
Executive Video(s) Member/Contributor
Association for Talent Development (ATD).
Society for Organizational Learning (SOL, Peter Senge).
Human Performance Institute (HPI)
Malcolm Baldrige National Quality Award (MBNQA, Examiner).
Society for Human Resource Management (SHRM).
Learning Executives Network. Various Consulting Providers,
Management Advisory and Audit Services Bain Consulting, SHL/CBE,
Right Management, Ernst and Young, PwC, and Booz, Allen &
Hamilton, and various legal firms. Marigrace’s In –A-Nutshell
Process Approach 1. Know the business (gap analysis, context) 2.
Know your audience (characteristics) 3. Support Managers and
Learners for Improved
Performance (environment). ~~end