Margie Stein Solomon
618 Pond View Court, Mendota Heights, Minnesota 55120
[Send email to request phone number] 03.2999 (mobile) [Send email to request phone number] 94.8426 (home)
CAPABILITIES SUMMARY:
* Diverse, Multi-industry Talent Development Experience
* Strong Contributor in Both Strategy and Execution Roles
* Performance Consulting, Solutions Design, and Large-Scale Program
Implementation
* Collaborative Partner Within Both HR and Business Line * Building
Relationships and Buy-In From Key Stakeholders
* Competency Identification and Development
* Practical And Innovative Solutions That Optimize Talent To Deliver Business
Results
* Master of Arts Degree, Organization Development
PROFESSIONAL EXPERIENCE:
Aon Benfield (formerly Benfield, Inc.)
Bloomington, Minnesota
Director, Learning and Development Nov 2006 * present
Design and implement talent development and organization effectiveness programs
reaching over 1000 employees across multiple offices in the U.S. and the Americas
for this global risk management intermediary. Manage international,
industry-renowned career progression training program for over 200 new hires and
clients annually. Participate in creation of the global learning and development
strategy and change management to support the recent acquisition and subsequent
integration needs.
Corporate University Design: Directing creation of a global corporate university
framework to extend the reach of a graduate-level reinsurance training program to
Aon Benfield 's newly-integrated audience.
Talent Management: Created a career progression system for Jr. Broker jobs;
consulted with HR partners to build similar tools for other job families to
create a foundation for building bench-strength and consistent promotional
practices.
Performance Management: Serve as HR capability lead for performance management
tools and online system; introduced a new global system and successfully executed
training and subsequent compliance of over 85% of the organization.
High Potential Development: Designed and facilitated new high
potential/leadership development programs aligned to strategic people
initiatives, supported by 360 assessment and coaching.
Best Buy Co., Inc. Dec 2002 - May 2006
Richfield, Minnesota
Manager, Human Capital and Leadership
Held multiple program leadership positions within several strategic talent
development functions; roles encompassed development consulting, process
improvement, wide-scale development program implementation, and operational
management. Actively integrated HR systems and collaborated with business
partners to build and sustain development and change management initiatives.
Leadership / Executive Development:
* Aligned leadership development framework with changing role requirements,
corporate strategic priorities and external best practices.
* Developed an operating model for executive coaching. Articulated the vision,
developed selection criteria and reporting mechanisms.
HR Portal Design and Implementation: Created content and managed training
stakeholder input in the creation of an enterprise-wide HR portal and other
change components of a new, outsourced HR model.
Mentoring: Successfully designed, marketed and implemented an innovative online
mentoring program that served 500+ employees nationwide.
Knowledge Management: Managed daily operation and ongoing enhancements for a
knowledge management website supporting training and process documentation for
core business teams.
Organizational Alignment: Led a cross-functional team made up of 30 project
managers and instructional designers to successfully assess learning needs,
manage change, and deliver competency-specific training to approximately 3000
employees impacted by major organizational restructuring.
U.S. Bank
Minneapolis, Minnesota
Principal Consultant, Organization Development & Learning Jan 1999 - Nov 2002
Served as internal consultant, coach and project management lead on
organization-wide initiatives focusing on leadership development, succession
planning, and organizational effectiveness. Worked with senior managers to
develop competency models, assessment processes and development planning tools.
Facilitated successful integration of two distinctly different learning and
development models resulting from company acquisition.
Succession Management: Redesigned annual talent review processes, working at
both the corporate and business line level to incorporate enhanced data
management and a strategic dialogue on talent management and retention.
Employee Engagement:
* Led project team to celebrate best management practices identified through
employee engagement survey utilizing Gallup's Q12 methodology.
* Conducted research and data analysis, and implemented
communication/education tactics based on survey and focus group findings.
Certified by Gallup to facilitate manager training on survey interpretation and
team action planning sessions.
Learning & Development Strategy:
* Created strategy and cost-benefit analysis for an innovative approach to
diversity training; worked with a major training vendor to customize program
features.
* Conducted and measured results from pilot sessions; influenced senior
leaders to implement the new approach, which reaches 50,000 employees nationwide.
Medco Health Solutions (formerly Merck-Medco Managed Care, LLC) Mar 1997 - Dec
1998
Franklin Lakes, New Jersey
Sr. Manager, Training & Development Strategy
Created leadership development strategy and training delivery systems for
multiple pharmacy and call center locations. Managed instructional design, vendor
partnerships, implementation and evaluation of open enrollment and customized
development sessions for 11,000 employees.
Performance Management: Aligned and integrated Merck-Medco core competencies
with those in the broader Merck Leadership Model (post-acquisition); leveraged
training and communication tactics to build accountability against performance
factors on the annual review.
Management Development: Identified core competencies for managers in field
pharmacies and call centers; redesigned training curriculum and performance
factors to align with this new model.
Cultural Alignment: Led strategy, design and deployment of training,
reengineered sales process and reporting tools to create a consultative selling
culture.
Liz Claiborne, Inc. Feb 1989 - Mar 1997
North Bergen, New Jersey
Manager, Organization Development
Promoted from Training Specialist to leadership role; managed instructional
design, delivery and measurement of management and career development, sales
training, process redesign, and organization development initiatives. Managed an
industry-recognized job rotation program for high potential employees.
Cultural Change:
* Led a cross-functional team to determine strategy, design, and
implementation of a major cultural change education initiative, delivered to an
international audience of 2500 employees and executives; recognized in 1996
Annual Report as a key corporate accomplishment.
* Facilitated the transition from a traditional training department to an
organization development function through direct involvement in performance
management, reengineering and cultural change strategies.
Management Development:
* Identified key management competencies and a precedent-setting process for
development of supervisors, managers, and team leaders. Level 3 training measures
demonstrated behavioral change and marked improvement in key supervisory skill
areas.
* Managed global, company-wide training deployment and certification of 30
internal facilitators/training process owners from line management. Received
company Special Recognition Award in 1996.
EDUCATION:
* Master of Arts Degree, Organization Development, Montclair State University,
Montclair, NJ
* Bachelor of Science Degree, Adult and Community Education, University of
Minnesota, Minneapolis, MN
PROFESSIONAL INVOLVEMENT:
* Menttium 100 Program targeted at high potential leaders; served as internal
Menttium Program Manager while at U.S. Bank and Best Buy
* Millennia Leaders Coaching Circle Program, targeted at high potential women
from multiple organizations
* Member, American Society for Training and Development; Minnesota HR
Executive Forum; Corporate University Roundtable
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