Joan Sisemore is a dynamic human resources business leader with over 20 years of experience in human resource management, education, organization effectiveness and development, and human resources consulting. She currently owns and operates her own HR consulting firm, People Dynamics Consulting, LLC, where she designs and implements people solutions to develop capabilities and improve business performance for clients. Prior to that, she held various HR leadership roles at Chevron Corporation and Easter Seals of Greater Houston. She has an MBA in human resource management and is a certified HR professional.
This is the presentation designed for the guest lecturing on 'Strategic HRM' at Moray House School of Education, University of Edinburgh in Nov. 2010. The content was prepared by Bing Wu Berberich (previously known as Bing Tate).
This is the presentation designed for the guest lecturing on 'Strategic HRM' at Moray House School of Education, University of Edinburgh in Nov. 2010. The content was prepared by Bing Wu Berberich (previously known as Bing Tate).
A new approach in talent management, see how to apply an effective human resources talent management strategy using the agile methodologies. Is not about to work more, is about to work in a more effective way to achieve results in less time.
New technologies like Big Data and data analysis along with new tools to improve the talent management cycle, are helping today to create a different and disruptive way to manage talent in the company.
Hr Strategy for Startup Companies - www.gadjian.comGadjian
Human resource planning is a process that identifies current and future human resources needs for an organization to achieve its goals. Human resource planning should serve as a link between human resource management and the overall strategic plan of an organization.
Created by: Afia Fitriati - Gadjian.com
This presentation is based on my readings, listenings and practical experiences about talent management field.
I hope you enjoy and learn something about talent management.
And do not forget sharing.
Mencari karyawan berpotensi itu "mudah" tapi mempertahankan mereka itu ibarat menyusuri lorong sebuah lorong gelap nan jauh...karena hati dan pikiran manusia siapa yang menduga ? Nah dengan memahami tentang hali ini paling tidak dapat sedikit mengobati produga tersebut. Selamat Minikmati...!!!
A strategy-driven senior HUMAN RESOURCES BUSINESS PARTNER with executive-level experience creating and implementing innovative solutions to enhance human capital effectiveness in large, complex global organizations. Polished interpersonal and communication skills to build and nurture strong relationships with clients and partners and lead multi-functional teams to outperform business objectives. Possess a deep understanding of talent and change management, workforce strategies, employee relations, talent acquisition, training and development, executive compensation and organizational restructuring and design. A detail-oriented, client focused problem solver with a record of developing HR strategies that drive quantifiable business results.
Career Advancement - Meaning, Career Planning, Career Development, Benefits of Career Planning and Development, Traditional Career Stages, Exploration, Establishment, Mid Career, Late Career, Decline, Steps in Career Planning, Self Development Mechanism, Knowledge Enrichment & Career Enhancement, Succession Planning - Meaning, Need & Importance of Succession Planning, Steps in Succession Planning, Need & Importance of Succession Planning, Culture as a Factor in Succession Planning, Problems and Issues in Succession Planning, Measures to Solve Problems in Succession Planning
In RBL’s newest virtual HR program, HR professionals at all levels learn to build the competencies needed to impact business results directly from Dave Ulrich. This comprehensive cohort-based virtual development journey teaches how HR creates value from the outside in and delivers business impact.
A new approach in talent management, see how to apply an effective human resources talent management strategy using the agile methodologies. Is not about to work more, is about to work in a more effective way to achieve results in less time.
New technologies like Big Data and data analysis along with new tools to improve the talent management cycle, are helping today to create a different and disruptive way to manage talent in the company.
Hr Strategy for Startup Companies - www.gadjian.comGadjian
Human resource planning is a process that identifies current and future human resources needs for an organization to achieve its goals. Human resource planning should serve as a link between human resource management and the overall strategic plan of an organization.
Created by: Afia Fitriati - Gadjian.com
This presentation is based on my readings, listenings and practical experiences about talent management field.
I hope you enjoy and learn something about talent management.
And do not forget sharing.
Mencari karyawan berpotensi itu "mudah" tapi mempertahankan mereka itu ibarat menyusuri lorong sebuah lorong gelap nan jauh...karena hati dan pikiran manusia siapa yang menduga ? Nah dengan memahami tentang hali ini paling tidak dapat sedikit mengobati produga tersebut. Selamat Minikmati...!!!
A strategy-driven senior HUMAN RESOURCES BUSINESS PARTNER with executive-level experience creating and implementing innovative solutions to enhance human capital effectiveness in large, complex global organizations. Polished interpersonal and communication skills to build and nurture strong relationships with clients and partners and lead multi-functional teams to outperform business objectives. Possess a deep understanding of talent and change management, workforce strategies, employee relations, talent acquisition, training and development, executive compensation and organizational restructuring and design. A detail-oriented, client focused problem solver with a record of developing HR strategies that drive quantifiable business results.
Career Advancement - Meaning, Career Planning, Career Development, Benefits of Career Planning and Development, Traditional Career Stages, Exploration, Establishment, Mid Career, Late Career, Decline, Steps in Career Planning, Self Development Mechanism, Knowledge Enrichment & Career Enhancement, Succession Planning - Meaning, Need & Importance of Succession Planning, Steps in Succession Planning, Need & Importance of Succession Planning, Culture as a Factor in Succession Planning, Problems and Issues in Succession Planning, Measures to Solve Problems in Succession Planning
In RBL’s newest virtual HR program, HR professionals at all levels learn to build the competencies needed to impact business results directly from Dave Ulrich. This comprehensive cohort-based virtual development journey teaches how HR creates value from the outside in and delivers business impact.
I am confident & highly skilled HR professional with over 4 years of extensive industry experience & international exposure with local & foreign firms. Having years of operational experience in delivering business value. Moreover, I have demonstrated fine capability to work with senior leadership on HR plans development.
I possess significant experience in organizational development & change management in complex, multicultural matrix organizations through key HR verticals, talent acquisition & retention, learning & development, compensation & benefits, employee engagement, grievance handling, human resource information system, HR compliance & audit.
Recognized as a collaborative leader who creates vision, synergies & business results, I ensure HR value creation through people, process & systems optimization to deliver results. Extremely capable to efficiently handle conflicts & manage employee relations; effectively using Human Resource Management System (HRMS) & SAP HR Module, MIS & SPSS to understand HR structure & design tailored policy.
Professionally groomed person having excellent entrepreneurial experience, I follow highly ethical work standards with a positive outlook & create efficient processes to juggle multiple tasks & projects simultaneously.
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Specialties: | Human Resource Management | Performance Evaluation | Talent Acquisition | Organizational Development | Training Need Analysis | Employee Relations | Change Management | Conflict Management | Learning & Development | Human Resource Management System (HRMS) | SAP HR Module | MIS | SPSS | Interpersonal Skills | Presentation Skills | Communication Skills |
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I am looking for management level position in HR domain in Pakistan & abroad. I can be reached through below mentioned channels:
Email: sw.kazi@hotmail.com
Phone: +92(300)8202374
Skype:Sarmad.kazi
To successfully manage human resources, individuals need personal credibility, business knowledge, understanding of the business strategy, technology knowledge, and the ability to deliver HR services.
Human resource management practices should be evidence- based, that is, based on data showing the relationship between the practice and business outcomes related to key company stakeholders (customers, shareholders, employees, community). In addition to contributing to a company’s business strategy, human resource practices are important for helping companies deal with sustainability, globalization, and technology challenges. Global challenges include entering international markets, immigration, and offshoring. Technology challenges include using new technologies to support flexible and virtual work arrangements, high-performance work systems, and developing effective e-HRM practices and human resource information systems.
1. J O A N S I S E M O R E
JOAN SISEMORE | Page 1 of 2
' 713.540.0070
* link2joan@gmail.com
linkedin.com/in/joansisemore
Currently reside in Houston, TX 77388
Open to domestic/global travel.
e n g a g e | e m p o w e r | e x c e l
D Y N A M I C H U M A N R E S O U R C E S B U S I N E S S L E A D E R
e x e c u t i v e s u m m a r y
Savvy strategic business partner brings people and change practices to next level. With over 20 years in
human resource management, education, organization effectiveness & development and human resources
consulting known for delivering innovative people solutions that drive sustainable business success. With
adaptive leadership style builds positive relationships to inspire collaboration, accountability, and resilience.
Resourceful in solving complex and uncertain problems with clear perspective of big picture while working
the details.
k e y c o m p e t e n c i e s
p r o f e s s i o n a l e m p l o y m e n t
PRESIDENT – HR BUSINESS CONSULTANT
People Dynamics Consulting, LLC 2005 - 2016
Own HR consulting company specializing in Talent Management and Organization Development. In alignment with
business transformation objectives, design, implement and evaluate people solutions to develop key capabilities and
improve business performance. In variety of contexts, work with diverse groups of people at all levels in organization.
Clients include individuals, small businesses, and major corporations including Fortune 50 Oil & Gas.
• Delivered customized high impact/high value OD interventions including team building, HR department startup, leadership
coaching, process improvement, culture change, strategy development, conflict management and reorganization.
• Facilitated employee workshops to large groups of experienced new hires using variety of instructional techniques. New
employees trained on business strategy and operations; application of HR processes and tools; and values/behaviors
consistent with corporate culture. Resulted in quicker assimilation and improved employee performance.
• Employing MBTI assessment & other psychometric instruments, designed, implemented and evaluated business initiatives to
increase team effectiveness through self-awareness, communication, problem-solving and conflict resolution techniques.
DIRECTOR OF HUMAN RESOURCES
Easter Seals of Greater Houston, Inc. March – September 2013
Provided strategic and operational HR direction for non-profit organization. As trusted member of executive team,
developed and implemented HR activities. Advised leadership on highly complex and sensitive issues.
• Aligned human resources initiatives with organization mission and core values. Influenced executive team to develop talent
strategy and to handle risk management. Rewrote employee handbook to reflect current objectives.
• Created training manual and led management training on HR policies, conflict management and effective interviews. Provided
group and individual feedback for personality assessment. Resulted in improved people leadership capabilities.
• Facilitated effective delivery of people practices including compensation, benefits, recruitment & onboarding, discipline &
termination, employee relations, regulatory compliance, training & development, 360 degree feedback and employee survey.
• HR & Business Strategy • Organization | Team Development • HR Consulting
• Talent Management • Learning & Development • HR Metrics & Analytics
• Leadership Development • Culture | Change Management • Psychometrics
2. JOAN SISEMORE | Page 2 of 2
PRINCIPAL CONSULTANT
People & Systems Associates 1996 - 2000
With expertise in psychometrics and group dynamics provided Team Effectiveness and Leadership Development
consulting for profit and nonprofit organizations. Provided Career Development coaching and workshop facilitation.
• Administered individual assessments (MBTI, Birkman Method, etc.) as tool in coaching individual leaders through process of
developing personal capacity for embracing change, goal setting, work-life balance and managing personal stressors.
• Developed and facilitated team building program which emphasized stages of team development, individual & team
assessments, competency development and follow-up.
• Delivered career transition workshops providing wide variety of job search techniques and career management processes for
global career management firm.
HUMAN RESOURCE MANAGEMENT
Chevron Corporation 1988 - 1995
Promoted to progressive generalist and specialist roles designed to develop HR leaders. Held eight positions in seven
years leading to broad business expertise and operational know-how. Possessing excellent relationship management
skills and knowledge of complex HR issues became trusted point-of-service advisor for key stakeholders. Consistently
met requirements of fast-paced work setting by independently, yet collaboratively in team environment, supported
diverse disciplines to improve business performance. Accomplished working multi-site in upstream and downstream.
• Completed premier Human Resource Development Program (HRDP) earmarked for select HR leaders.
• Provided full spectrum HR support – total rewards (benefits & salary), performance management, diversity, talent acquisition,
engagement, employee relations, succession planning, global culture, workplace safety & security and workplace conflict.
• Member of global design teams for major reorganizations. Results impacted and improved performance and bottom line.
o Led multi-division team to develop outplacement program for 6000 downsized employees. Gave solo presentation that
persuaded C-level executives to accept proposal. Program resulted in 80% transition success rate.
o Redesigned and aligned training & development function with transformed business structure resulting in cost savings.
o Led creation of inaugural Recognition & Award process resulting in improved satisfaction and engagement.
o Developed selection process for 400 new positions during downsizing of five business units into one. Received corporate
level award for achievement.
• Succeeded in attaining hiring goals for technical talent by managing recruiting (acquisition) effort for 800-employee division.
o t h e r c a r e e r a c c o m p l i s h m e n t s
TEACHER – Teaching Assistant for university Management/Organizational Behavior course | Taught K-12 physical education and
secondary home economics| Substitute taught secondary special education, math, science, English, social studies and Acting
Elementary Art Teacher | Directed waterfront activities and taught swimming at children’s camp | Adult enrichment teacher.
COACH - Coached varsity gymnastics and field hockey | Coached Little League Baseball.
SOCIAL WORKER – Children and adult foster care case manager | Foster care home supervisor | Hospital social worker.
e d u c a t i o n , a f f i l i a t i o n s a n d c e r t i f i c a t i o n s
• M.B.A. Human Resource Management, Michigan State University
• B.S. Secondary Education, Northern Michigan University
• Society for Human Resource Management (SHRM)
• SHRM Senior Certified Professional (SHRM-SCP) | Among first to achieve new HR certification (pass rate 53%) | 2015
• Certified Mediator | Certified Myers-Briggs Type Indicator Practitioner | DDI Learning Systems Facilitator | Instructional
Techniques | Birkman Method |Thomas-Kilman Conflict Indicator | Certified Facilitator | Style Matters Conflict Styles
c o m m u n i t y a n d h o n o r s
• VOLUNTEER, Citizens for Animal Protection | Rescue. Foster Care. Education. Fundraising | Award “Volunteer Super Star”
• TREASURER, Board of Directors, The Fort Bend Boys Choir| Strategy. Finances. Program Oversight. Fundraising | Chaperone
• Achieved recognition for Excellence in Nonprofit Leadership by Fort Bend Chamber of Commerce