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Genesse, Julie Resume 2 10 09


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Genesse, Julie Resume 2 10 09

  1. 1. 105 Everett Avenue JULIE A. GENESSE 860-461-4298 West Hartford, CT 06107 860-614-2612 SUMMARY Strategic, results oriented Human Resources/Organizational Development professional with success leading and managing progressive, large-scale HR initiatives in a Fortune 500 organization. Avid learner who enjoys new and complex challenges. Known for being a courageous thought leader as well as emotionally intelligent and self- aware. A flexible and resilient change agent who invites and integrates feedback. Key Professional Expertise: • Talent Management strategy and • • Organizational New leader Development assimilation technology • Promoting new concepts and approaches • • Analytical/critical thinking Leading workgroups • Developing and executing work plans • • Succession Management Team facilitation • Relationship building/client relations • • Defining key metrics 360 Assessment WORK EXPERIENCE AETNA INSURANCE, Hartford, CT 2004 – 2009 Human Resources Leadership Development Program - Leadership Development Consultant (2006 – 2009) Provided best practice, innovative tools and consulting enterprise wide, to advance Talent Management culture. Developed and implemented Talent Management initiatives, to successfully execute Operations business strategy. • Played major leadership role in developing and implementing a cutting edge, enterprise Succession Management strategy and system. Key outcomes included: Broader and deeper knowledge of top leadership talent • Increased pipeline of top talent for critical leadership roles • Expanded, more effective utilization of talent across functions and business lines • • Effectively consulted on design and implementation of a new system enabled enterprise 360 assessment tool. Yielded increased capabilities of leadership talent by focusing on priority development needs. • Co-created framework for biweekly forum to “broker” talent across functions and business areas, designed to increase movement of talent into larger and broader roles across the organization. • Conducted new leader assimilation processes for senior executives yielding: heightened team/leader awareness, improved communication practices, increased career development, and enhanced overall team effectiveness. Human Resources Leadership Development Program - Human Resources Business Partner (2005 – 2006) Developed and implemented human capital strategies, to successfully execute Group Insurance business strategy. Provided broad scale HR consulting and problem solving to business leaders, operating as a full member of business leaders’ management teams. Evaluated impact of HR initiatives on client operations and results. • Led end-to-end 360 assessment process for management teams. Facilitated group and individual debriefs and skills coaching. Yielded significant behavioral changes and improved team effectiveness. • Partnered with HR centers of expertise, to create and deliver customized leadership training series across multiple client locations. Significantly improved critical management skills, employee morale and productivity. • Developed pay progression model for customer service representatives, improving employee understanding of career path expectations and associated pay levels. • Led major succession management initiative for all levels of management. Created operating mechanisms that effectively matched successor candidates with critical experiences needed for higher level roles. Achieved substantially broader and deeper identification, development, and utilization of top management talent. Human Resources Leadership Development Program - Multi-functional Project Manager (2004 - 2005) Managed and led design and delivery of annual enterprise-wide employee engagement survey. • Effectively streamlined survey administration process, leading to 90% process efficiency improvements and 6% year-over-year increase in participation rates.
  2. 2. JULIE A. GENESSE Pg 2 • Successfully presented key survey findings and recommendations to senior executives, garnering full commitment to drive action planning throughout the organization. Intense focus on survey follow-up activities, yielded three-year scorecard goal achievement within first year (i.e., 10% increase survey results). DUDLEY HAMILTON ASSOCIATES, New York, NY 2000 Organizational Development Consulting Intern Supported critical client engagements, complimentary to Columbia’s Organizational Psychology Masters program. • Collaborated with consultants in organizational assessment, driven by a diversity awareness initiative for a national non-profit organization. Co-facilitated focus groups and interviews, and formulated diagnosis. Successfully developed and presented client recommendations. • Supported consulting team in conflict resolution mediation for two large non-profit organizations. Facilitated interviews and synthesized findings. Yielded improved working relationships between partnering entities. FIDELITY INVESTMENTS, Merrimack, NH 1999 – 2000 Health and Welfare Implementation Analyst Designed and delivered benefits literature to Health and Welfare outsourcing clients and members. Organized and delegated responsibilities across multiple cross-functional teams for initial rollout of benefits literature. • Partnered with web developers to design new employee benefits website for a large multinational manufacturing firm. Facilitated training sessions for client human resource partners, leading to successful rollout of website. • Collaborated closely with matrix partners to rapidly respond to customer feedback and troubleshoot issues, ultimately yielding successful delivery of benefits literature to largest, most complex Fidelity client. ARTHUR ANDERSEN LLP, Hartford, CT 1998 – 1999 Business Consultant Supported client engagements for Finance consulting group of Arthur Andersen. • Successfully redesigned processes and related organizational redesign changes for a large property and casualty insurance company, which led to increased efficiencies for the large premiums division. • Played key role in design of software vendor selection and proposal process that improved vendor selection and partnering, allowing for better management of people financial systems. GENERAL ELECTRIC, ELECTRONIC DISTRIBUTION & CONTROL, Plainville, CT 1997 – 1998 Financial Management Training Program - Employment and Base Cost Analyst Managed reporting and analysis of employment and base costs for Americas locations of business. • Partnered with a Six-Sigma quality team to positively influence customer satisfaction and reduce claim volumes. Achieved process improvements in accuracy and cycle time of distributor rebate processing. • Developed and implemented new systems tools and process that automatically uploaded financial estimates and operating plan budgets into corporate database. Yielded 25% increased efficiency in budget loading times. • Creatively supported leadership in the budgeting process thereby reducing legal expenses by 10%. EDUCATION COLUMBIA UNIVERSITY, New York, NY Master of Arts, Organizational Psychology, Kappa Delta Pi (International Honors Society), GPA: 3.9 UNIVERSITY OF CONNECTICUT, Storrs, CT Bachelor of Science, Business Administration, Honors Scholar in Finance and Cum Laude ECOLE SUPERIEUR DE COMMERCE, Grenoble, France New England Consortium Study Abroad Program Concentration: International Business, Culture and Language Studies, GPA: 3.4 ADDITIONAL EXPERIENCE UCONN HEALTH CENTER, Respiratory Therapist, Farmington, CT 2001 – 2004
  3. 3. JULIE A. GENESSE Pg 2 COMPUTER SKILLS Advanced competency in software applications: Talent Manager 8.0, Microsoft Office Suite