Liesl E. Malone has over 15 years of experience in human resources, project management, change management, and business analytics. She has a demonstrated track record of successfully leading organizational changes and driving initiatives to build high-performing workforces. Her experience spans multiple industries and includes roles managing HR operations and transforming HR functions to strategic business partners.

1. LIESL E. MALONE, PHR
PO Box 233 Portsmouth, NH 03802
603-531-1770
SUMMARY
An experienced business professional with comprehensive knowledge in human resources, project and change management abilities
aligned with talent and organizational development. Demonstrated ability to successfully build relationships with senior leaders
driving initiatives, leading organizational changes and business improvements to design a culture of competent, capable and high
performing workforces.
SKILLS & ABILITIES
· Change Management Certificate (ASTD) Project Management Lifecycle
· Change Methodologies (PROSCI & ASTD) · Tableau Analytics and Data Reporting
· Human Resources Management Certificate · Talent & Performance Management Plans
· HR Metrics Certificate · MS Office (Excel, Word, PowerPoint, Project, Access)
A D D I T I O N A L E X P E R T I S E
· HRIT Solutions (Human Capital Tools) · Professional and Executive Coaching Certificate
· Mergers & Acquisitions · Communications & Interpersonal Relationship Building
· Team Building, Coaching, Mentoring · Employee Relations & Employment Law (AAP, EEO)
Human Resources Management
· Successfully managed all human resources disciplines, practicing in consultant role, managing and leading employee
lifecycle, coaching leadership and management on employee relations, talent performance and development, utilizing
workforce data to drive organizational effectiveness f or support in the development and execution of employee programs
to acquire, grow and retain key talent.
Organizational Effectiveness
· Received best Green Belt Project Award for designing HR Corporate Intranet site to provide effective communications,
policy consolidation, benefit programs across multi-state operating units; recognized as standardized solution by the Six
Sigma Vice President for implementation in all departments. Led multiple projects for global HR IT based solutions, creating
cutting edge talent management solutions, consolidating and implementing best practices, designing and publishing
executive dashboards, KPI metrics and reports on workforce demographics.
Change Management
· Effective change management leader implementing practices to prepare, manage and execute organizational changes
across businesses. Leading change management workstreams, deliverables, and milestones for global projects, including
corporate shared service programs, acquisitions, and IT solutions. Effectively influencing leadership in sponsorship, building
stakeholder management, impact analysis, communications, training, resistance, risk and ROI plans to manage the scope of
change process.
Talent Management
· Designed performance management programs for managers to effectively set goals and objectives for employees.
· Created employee engagement survey to identify high employee turnover, low retention and employee morale.
· Led project that identified need for Applicant Tracking System and Behavior Assessment Pre-screening tool.
Business Analytics
· Designed executive level dashboard (Tableau) to manage quarterly workforce demographics around span of control, headcount,
turnover, compensation analysis and geographical employee headcounts in addition, revamped manual top talent review
process to easily view data reports on key talent, critical roles, succession patterns and trends using multiple data warehouse
platforms.

2. Liesl E. Malone, PHR Page 2
PROFESSIONAL EXPERIENCE
FIDELITY INVESTMENTS February 2012 – June 2014
Human Resources Operations Manager, Merrimack, NH
Provided business analysis and reporting for HR partners integrating data from several HR systems to create dashboards with
key performance indicators on workforce demographics, creating ability to identify gaps and areas of organizational needs,
including Span of Control, Performance Management, Compensation & Benefit Analysis, Training, Employee Engagement and
HR Satisfaction results.
Human Resources Director, Fidelity Investments (BostonCoach Division – Sold), Everett, MA
· Senior leader directing and collaborating with HR Managers in multi-state locations to support human resources programs.
· Participated with senior leadership on developing strategic business plans.
· Managed all employee relations, collaborating with business partners and legal department for appropriate resolutions.
· Created weekly reports using data analysis in Excel and PowerPoint for senior leadership on talent management
performance and operating reviews.
· Identified and led project and change activities for new applicant tracking system with candidate assessment and advanced
reporting tools resulting in reduced turnover and increased retention of revenue producing employees.
· Led project to reduce high volume of LOA cases with creation of management system (MS Access database) for proper
monitoring and management of case load.
ACCENTURE, Boston, MA May 2010 – February 2012
Talent & Organizational Management Consultant
· Consultant for global IT system implementations, created, executed programs and plans around change management
activities, business readiness, training and performance support to all stakeholders.
AMETEK POWER SYSTEMS, Wilmington, MA December 2007 – March 2009
Division Vice President, Human Resources
Senior HR Leader for global power instruments manufacturing operations, supporting SVP/GM’s, multi-site HR Managers in
strategic and day to day HR for $300M division of 700 domestic and international employees.
· Coached and provided guidance on employee relations, recruiting, benefit and compensation, performance management,
talent development, and training initiatives.
· Successfully led acquisition and integration of 400 employees and five business operations into corporate infrastructure.
· Participated in creating corporate global HRIS strategy to address global talent acquisition growth initiative.
· Improved 20% turnover of engineers creating enhanced onboarding, development programs and succession plans.
· Created monthly reports for leadership on human capital metrics, annual benefits and compensation analysis.
· Reduced training costs by 50% with implementation of e-learning for required federal compliance and skills-based courses.
TEXTRON SYSTEMS CORPORATION, Wilmington, MA May 2006 – December 2007
Corporate Division Director, HR Operations
Led global corporate Center of Excellence (COE) initiatives across division of five multi-state operating units including M&A
activities, HRIS, benefits, reporting, policies and compliance for $1.7B division with 4000 employees.
· Partnered with corporate creating and leading division rollout of HR Shared Service model for online benefits enrollment;
compensation programs, usage of PeopleSoft, and HR Service Center for global division employees.
· Created change management practices to support COE initiatives with M&A, HRIS, benefits, policies and compliance
programs.
· Led transformation initiatives, assessing current and future state processes, standardizing across division.
· Initiated and created HR metrics dashboards for multi-state operational teams to support talent goals.
· Implemented new Affirmation Action Planning Program and Reporting Process.
· Subject matter expert on HR technology, creating training for existing and new regional HR teams on utilization and
navigating PeopleSoft, HR knowledge portal, reporting and compliance, policies and performance metrics.

3. Liesl E. Malone, PHR Page 3
GREAT WORKS INTERNET, Biddeford, Maine December 2001 – May 2006
Human Resources Manager
Reported to CFO for 100 employee telecommunication’s call center. Successfully transformed human resources from
administrative role to strategic business partner working closely with senior management to drive key business and
performance initiatives.
· Designed and developed a Human Resources operation to manage aggressive business growth.
· Provided leadership, coaching and support to senior team, managers and employees on organizational initiatives, policy,
programs and best practices to support business growth goals.
· Successfully recommended, developed and implemented key HR programs, services and initiatives including implementing
HR systems, training programs for sales, product, technical and supervisors, performance-based compensation and benefit
programs.
· Partnered with Call Center Leaders to design and implement performance scorecards to measure performance goals.
· Managed talent succession and development of key leaders, management and employees using assessments, 360
feedback, goal setting, mapping process and predictive behavioral tools.
· Identified need to replace manual payroll and employee time reporting with ADP and eTime Reporting solution resulting in
an immediate 30% increase in employee productivity and ROI.
· Created partnership with local community college to add new recruitment and training programs increasing acquisition and
retention of talent.
E D U C A T I O N
B.S., Public Health and Computer Science, SOUTHERN CONNECTICUT STATE UNIVERSITY , New Haven, CT
A S S O C I A T I O N S A N D V O L U N T E E R P O S I T I O N S
Society for Human Resources, Association for Talent Development (formerly ASTD) Association of Change Management, American
Heart Association, Past President, Development Chair