alisa yannello

Human Resources business partner, liaison and advisor to Executives and Management in Power Services, Environment, Fish and Wildlife and Customer Support Services (with 588+ employees in these business units). Primary responsibilities and deliverables: assess, define, align, develop and implement HR strategies and initiatives to achieve business unit specific and organizational people and culture objectives. My current focus is relative to workforce planning and development, talent management, employee engagement, performance management, organizational design and strategy implementation.

Managed Human Resources Service Center annual budget of $17.65M in 2017. Came in under operating year budget in order to contribute to cost management initiative and support efficiencies. - Lead and directed an HR staff of 75 federal employees and contract workers. - Lead, planned and developed HR strategic plan and priorities for the year. - Lead culture change initiative for the agency in support of management excellence and leadership behaviors. - Lead HR Organization during leadership instability and provided consistency, transparency and communication and change leadership for the HR Managers that resulted in federal employee viewpoint survey scores showing increase of 6.4% in employee engagement scores with Leaders and Supervisors to 73.3% in the Human Resources Organization. Supervisory engagement scores increased 11.2% to 81.3% during this assessment period. - Increased the focus in HR on customer service, business continuity and communication with our clients, 400+ Leaders and Supervisors.

* Provided training, employee and organizational development products and services to address organizational and individual employee needs. * Expert in learning development to plan, assess, evaluate, design, deliver and implement instructional systems design with training and organizational Human Resource Development programs. * Designed and implemented the multi-year Power Business Line Employee Development Program and Skill Tracker Tool to assess competencies and identify organizational skill gaps * Lead and managed the Power Services gap closure efforts around identified business acumen curriculum (e.g., Contract Development and Administration) and collaborated with a cross-functional training team to develop training curriculum. * Designed and implemented an agency-wide Strategic Employee Development Initiative (SEDI) and Knowledge Transfer Approach; identified core competencies per job profile, assessed gaps, and workforce action planning for BPA. * Developed employee Job Rotational Program and Approach for the organization

* Lead, managed, and directed a staff of 25 in the execution of the following human capital management issues, policy and programs: * Interpreted and applied BPA and DOE strategies and policies to address human capital and workforce development needs. * Designed, developed, marketed, managed L&D programs to address all aspects of a comprehensive training, executive, leadership and organizational development management system. * Advised, designed, developed, and facilitated executive learning sessions for BPA leadership. * Managed an annual operating budget of $3.2M. * Oversight for BPA L&D programs that address workforce skills needs, leadership development, organizational development to improve workforce performance and in compliance with the DOE Executive Order, Federal Rules and Regulations * Oversight for BPA's operational and training self-service organization * Oversight for BPA's employee engagement programs and initiatives * Agency Project Leader for the BPA's Management Excellence Program, Leadership Behaviors and change management