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Kazakhstan
Work Background
CapturePPGChief Diversity, Equity, Inclusion, and Belonging Officer
Nov. 2022As Chief DEIB Officer, I work with client organizations to drive sustainable culture change. Building on CapturePPG's over 30 years of experience in all aspects of data management, the projects are all data-driven to help provide sustainable long-term results. I also work in the following areas:
- Data-based organizational change projects, in general
- Executive coaching
- Design and delivery of training to support change initiatives
- Strategic planning
Halperin ConsultingPrincipal
Jun. 2010Creating new levels of business value for clients, Halperin Consulting works with corporate, small business, and non-profit organizations to build trusting relationships in the following areas: • Strategic business interventions
• Change and organizational transformation
• Design of DEIB programs and initiatives
• Ethical leadership development
• Executive coaching
• Evaluation and organizational research
Halperin ConsultingOwner
Jan. 2000 - Dec. 2005
Collaborative Action TechnologiesCo-President
Jan. 1990 - Dec. 2002
VinfenDEI and HR Consultant
Nov. 2022Cambridge, MAI am working as a consultant on DEI projects in collaboration with the SVP of HR and the Director of Culture and Engagement.
VinfenDirector of Diversity, Equity, and Inclusion
Nov. 2021 - Nov. 2022Cambridge, Massachusetts, United StatesMy role shifted to allow me to focus more exclusively on DEI work, which began in my previous role. My overall objective as to imbed DEI into the organizational culture, which was understood as a five-year journey. Deliverables included:
• Developed the business case for DEI work at Vinfen;
• Created the structure and charter for the DEI Council, including committees;
• Trained Council members to carry out their DEI “ambassador” role more effectively throughout the organization;
• Designed and analyzed Vinfen survey data on DEI strengths and opportunities, organizationally and by division;
• Led discussions with executives about the implications of the data and assisted in identifying action strategies;
• Provided training and coaching for key stakeholders, including HR and operational managers, on issues related to DEI, including participating in difficult conversations;
• Vetted initial training on DEI for all employees, implemented through our learning management system and created a job aid to facilitate learning, recall, and use in team meetings;
• Designed and implemented monthly informal drop-in meetings on timely DEI topics and longer focused forums, including racism and disabilities, among others; and, • Expanded DEI as part of routine business conversations.
VinfenDirector of Human Resources (interim)
Mar. 2020 - Nov. 2021Cambridge, Massachusetts, United StatesI was hired to lead an effort to establish a sustainable, organization-wide diversity and inclusion program, drive change on large-scale enterprise initiatives, and review current retention and engagement efforts, among others. Because of Covid, I was also involved in significant HR and administrative projects well during this period.
The May InstituteDirector of Training & Development
Dec. 2013 - Sep. 2019Randolph, MADevelop and lead training and development strategy to support employees in all roles and in all levels in 2000 employee organization. This includes: • Created a mission, vision, and strategy for the Training Department that has been favorably endorsed by senior leadership; • Designed a well-received curriculum plan for supervisory and management development, for which I serve as the primary deliverer; this includes developing train-the-trainer programs and coaching to support the rollout. Courses include: Introduction to Supervision and Emotional Intelligence, Customer Service and Diversity, Coaching for Success, Coaching for Improvement, Conflict Management, Team Development, Interviewing Skills, among others.
• Developed preliminary plan to roll-out diversity training to all employees beginning in this fiscal year; • Design strategies to assure that all department interventions and consistent with sound change management principles and are sustainable;
• Revamped the new hire orientation to make it more welcoming and engaging and included a significant emphasis on diversity, all of which is contributing to a culture change;
• Substantially enhanced the capabilities of the members of the Training & Development department to deliver on an expanded set of expectations. These include design, delivery, and community building skills, among others;
• Designed and delivered team development sessions and 1-1 coaching programs;
• Built strong, trusting relationships with key stakeholders across the organization including: members of the senior leadership team and Steering, many of whom I have already begun working with directly on projects; and, • Developed architecture for community building sessions for two core programs that involve multiple trainers across the company. The focus was on recognition, networking, and sharing best practices.
Action for Results, Inc.Consultant
Aug. 2010 - Jun. 2012Action for Results, Inc. (AfR) is an international consulting company working with healthcare organizations to connect their strategy and execution to produce innovative products and services that respond to the needs of patients and customers worldwide. My work with AfR includes course development and facilitation (e.g. advanced facilitation skills) and executive coaching.
Fallon ClinicDirector, Customer Service Excellence
Sep. 2007 - Jun. 2010
Fallon ClinicSenior Manager, Learning & Organization Development
Nov. 2004 - Sep. 2007
Harvard Vanguard Medical AssociatesSenior Consultant, Organization Development and Learning
Jan. 1998 - Dec. 2001
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