Elizabeth Harper

Responsible for overseeing the end-to-end implementation and strategic integration of the selected Human Resources Management System (HRMS).

Key Achievements:

Project Planning and Strategy Development

• Lead the development of an HRMS implementation strategy that aligns with the organization’s HR goals and supports overall business objectives.
• Define project scope, goals, and deliverables in collaboration with senior stakeholders.
• Develop and manage project timelines, resources, budgets, and risk assessments to ensure the successful rollout of the HRMS.

Stakeholder Engagement and Communication

• Collaborate with HR, IT, and departmental leaders to ensure all system requirements are gathered, prioritized, and incorporated into the project plan.
• Serve as the main point of contact for the HRMS vendor, coordinating all communications, issue resolutions, and updates.
• Facilitate regular project meetings and provide progress reports to senior leadership and key stakeholders.

System Implementation and Integration

• Oversee the customization, configuration, and testing of HRMS modules, ensuring each component supports core HR functions (e.g., payroll, workforce management, recruitment, onboarding).
• Ensure data migration and system integration with other enterprise platforms (e.g., ERP, payroll software) are executed smoothly, minimizing disruption.
• Conduct quality assurance tests and implement corrective actions as needed.

Change Management and Training

• Develop and lead a change management plan to facilitate user adoption and smooth transition to the new system.
• Design and conduct training sessions for HR teams, managers, and employees on system features and functionalities.
• Create user-friendly documentation, guides, and support materials to assist with the system’s adoption and ongoing usage.

Performance Monitoring and Continuous Improvement

• Monitor HRMS performance and gather feedback from users to identify and resolve any system issues post-implementation.
• Regularly evaluate system usage and effectiveness, identifying opportunities for process improvements and optimizing HRMS functionalities.
• Collaborate with IT and HR teams to address ongoing maintenance, system updates, and enhancements.
  

Key Achievements:

Strategic HR Leadership

• Developed and implement HR strategies that align with the charity’s mission and support organizational growth.
• Collaborated with senior leadership to drive initiatives that promote a safe, inclusive, and engaging workplace.
• Acted as an advisor to the leadership team on HR best practices, workforce planning, and culture development.
  

Recruitment and Talent Management

• Oversaw full-cycle recruitment, onboarding, and retention programs to attract skilled and compassionate childcare professionals.
• Developed and implement professional development and training programs to support staff growth, engagement, and performance.
• Fostered a supportive onboarding experience, orienting new staff to the organization’s values, mission, and practices.
  

Employee Relations and Well-being

• Promoted a positive, safe, and inclusive work environment, addressing employee concerns and resolving conflicts.
• Implemented and monitor programs that support employee well-being, including wellness initiatives, mental health resources, and work-life balance.
• Addressed and investigate any employee grievances, ensuring fair and compliant resolution.
  

Compensation and Benefits

• Designed and oversaw competitive compensation and benefits programs tailored to the needs of nonprofit staff.
• Conducted regular market analyses to ensure competitive pay and benefits, fostering retention and satisfaction.
• Managed employee benefits administration, including health insurance, retirement plans, and leave policies.
  

Compliance and Risk Management

• Ensured HR policies and practices comply with federal, state, and local employment laws, particularly as they relate to childcare and nonprofit operations.
• Conducted regular audits to maintain adherence to safety, licensing, and other regulatory requirements specific to childcare.
• Oversaw staff training on compliance, child safety standards, and ethical practices.
  

Culture and Community Building

• Lead initiatives to enhance organizational culture, promote diversity, equity, and inclusion, and foster a collaborative atmosphere.
• Organized team-building activities and other events that strengthen employee engagement and organizational pride.
• Acted as a role model for the organization’s values and champion a positive, mission-driven work environment.
  

Management Consultant responsible for optimizing contingent workforce management programs for Fortune 100 companies.

Key Achievements

• Provided client solutions using current state analysis for future state design proposals, driving organizational cost savings and efficiencies.
• Implemented and maintained Brightfield's Governance Compliance program.

Cargill is a global producer and marketer of food, agricultural, financial, and industrial products and services, employing 160,000 people in 70 countries.

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