Lori Anderson

As a senior strategic partner to business and functional leaders, I align people strategy with business priorities to strengthen leadership capability, improve performance, and foster a culture of accountability and engagement. My work centers on enabling leaders to navigate growth and organizational change while maintaining focus on execution and results. I collaborate across functions to design and implement people strategies that support organizational effectiveness, leadership development, and long-term talent sustainability. By connecting data, insights, and culture, I help leaders make informed decisions that advance both employee experience and business outcomes.

Exploring HR leadership roles where people strategy is central to business performance. I’m focused on environments that value clarity, speed, and executive partnership to drive scale and transformation. During this transition, I’ve continued to deepen my expertise in: • Succession planning and leadership development • Organizational design and workforce planning • Performance strategy and manager enablement • Strategic HR partnership across Sales, Customer Success, Finance, IT, and Operations I’m focused on partnering with business leaders to navigate scale, complexity, and talent decisions with clarity.

In my role as Director Human Resources Business Partner for the Commercial Organization at ACI Worldwide, I provided strategic HR leadership to the CRO and global senior sales leadership team. By spearheading workforce strategies, I enabled the sales teams to contribute to 10% year-over-year revenue growth in 2024. Additionally, I championed a global cultural transformation within the Commercial team, securing 100% leadership participation in change management initiatives and embedding new values across global teams.

In my role as Principal Human Resources Business Partner at Rocket Software, I developed and executed HR strategies for the global Customer Success and Sales teams. I led the implementation of a senior-level succession planning strategy, implemented leadership development programs, and served as HR co-lead for M&A due diligence and integration. I championed DEI&B initiatives to drive higher employee engagement and strengthen inclusive workplace policies.

I led the HR business partner function for global teams across Legal, HR, IT, Finance, Risk, Compliance, Marketing, and Shared Services. This role involved close partnership with executive leaders to strengthen leadership pipelines, improve performance management practices, and align people strategies with evolving business goals. I focused on bringing clarity to organizational priorities, enabling people managers, and fostering greater consistency in how we supported and developed talent across corporate functions.

Serving as a strategic business partner, collaborated with executive leadership and management to develop and drive plans that streamlined processes, optimized talent and enhanced culture across the organization. Participated in special projects with senior leaders to effect organizational change and enhance the employee experience.

Promoted to HRBP for company’s corporate functions to support five C-Suite executives and their organizations. Responsible for the creation of succession and talent development plans for each executive and their direct reports, ensuring business and leadership continuity throughout each of their departments.

Assisted in the development, implementation, and administration of compensation and variable compensation programs and policies. Conducted annual and ad hoc market analyses to ensure competitive compensation strategies were in place for jobs at all levels in the organization.

Assist in the development of human resources department for a rapidly growing company to ensure adequate staffing, training, performance and corporate compliance within the organization. Source, recruit, screen, interview and make hiring recommendations to ensure best fit within company. Research, design and administer human resources policies and procedures to ensure best company practices across all departments. Counsel management and employees on disciplinary issues, recommending improvement action steps and subsequent follow-up, resulting in improved individual performance and open-door communication within departments. Collaborate with human resources partners to develop and introduce employee recognition and rewards programs.

Analyzed current processes, developed improvements, incorporated changes and implemented effective change management strategies. Developed training modules and delivered resulting educational materials to facilitate employee performance. Interpreted and clarified company policy and effectively communicated with employees to enhance understanding and increase satisfaction. Coordinated activities and evaluated performance of student interns to ensure a valuable student experience. Managed third party vendor relationships to ensure contractual compliance.

Provided HR Generalist support and guidance pertaining to the interpretation of company policy and general employment law. Counseled employees at all levels regarding conflict management and resolution to mitigate risk of employee dissatisfaction. Conducted new employee orientation, ensuring a positive first impression for new hires. Counseled employees and managers on performance and performance management, to assist in employee development. Conducted employee round tables and compiled feedback to present to executive team with recommendations on improving employee loyalty and morale. Implemented effective change management strategies for centralization of company programs and policy guidance. Analyzed processes and developed improvements and efficiencies to assist in achieving departmental vision of flawless execution.