Elizabeth S. Egan

Throughout my career, I have been dedicated to optimizing the potential of individuals and teams, aligning their skills and aspirations with strategic business objectives. My expertise lies in designing and implementing leadership programs that support performance management programs, talent development initiatives, and succession planning frameworks. I excel at fostering a culture of continuous learning and improvement, equipping employees with the necessary tools and resources to enhance their skills and advance their careers.In addition to my HR and talent management proficiency, I possess a proven track record in change management, successfully leading teams through organizational transitions and creating an environment conducive to employee engagement and productivity.My collaborative and solution-oriented approach has enabled me to build strong relationships with key stakeholders at all levels, including executives, business leaders, and employees. I have a keen ability to understand the unique needs of diverse teams and develop tailored strategies that foster employee engagement, increase performance, and drive overall organizational success.

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► Report directly to CHRO► Lead succession planning & talent reviews for all levels, including executive & present to the Board ► Identify and prepare high-potential employees for key roles within the organization► Design and drive the strategic development and implementation of talent management programs and initiatives► Re-imagined the performance management process, including goal setting, annual performance reviews, talent reviews, and succession planning to drive high performance and employee engagement► Developed and implemented a comprehensive talent management strategy aligned with the company’s business goals and values► Collaborate with senior leadership to identify talent needs and define key talent priorities► Provide coaching and support to senior leaders and managers to enhance their leadership capabilities► Analyze employee survey feedback and turnover data to identify trends and areas for improvement► Built a new Rewards and Recognition program, including onboarding a new vendor, determined budget and spending, and created culture touch points for the employees ► Write all communications for employee engagement, performance management, and rewards and recognition programming