Hope Eady

Key responsibilities include:

• Partner with cross-functional organizational leaders to to build and execute learning and development programs, processes, and initiatives
• Help develop a mission-driven culture by building learning communities of practice and embedding key leadership competencies into the performance management process
• Collaborate with regional and functional leaders and managers and other key stakeholders to identify skill gaps and develop targeted training solutions for HFHI and their global affiliated network.
• Leverage data analytics and insights to identify and prioritize areas of opportunity
• Measure the impact of learning and development initiatives using key performance indicators (KPIs) such as engagement, skill improvement, performance enhancement
• Design and manage learning opportunities to embed skill development into ongoing work using varied modalities, including microlearning, gamification, cohort-based learning, and AI-based solutions
• Provide over sight and support to global Employee Resource Groups (ERGs).
• Design, develop, and facilitate virtual, in-person and blended learning aligned with business priorities and needs that resonate with a global workforce
• Develop strong partnerships with external vendors to provide diverse learning opportunities for employees

• Apply extensive knowledge of adult learning theories, user-centric design, and business acumen to develop innovative and engaging programs.
• Designed and developed leadership training curricula including Leader's Edge Broadcast content for over 30,000 leaders.
• Designed and developed new leadership development training curricula, including Belonging workshop, which ranked in the top 5 of all leadership content being accessed by leaders.
• Produced learning materials in a variety of formats including print, video, animation, and multimedia to support learning in all roles.
• Utilize Agile Learning Development or the Successive Approximation Model (SAM).

• Built, tested & operationalized new People & Culture programs to support a diverse culture of inclusion, belonging and innovation
• Managed the day-to-day facilitation, tracking, and reporting across all People & Culture programs including Radical Belonging and Culture Captains
• Supported across various cultural initiatives including Manager Forum, Growth Coaching and Feedback Loops
• Led review & assessment of programs to improve employee experiences

• Served as an expert resource on topics such as learning objectives, mobile learning, game design, micro-learning, etc.
• Designed and produced engaging and adaptive learning solutions for employees using a variety of modalities including gamification.
• Managed multiple learning projects with tight deadlines in an agile format.
• Conducted instructional quality reviews of training content.

• Worked as part of the Global Talent Strategy team, which oversaw talent management; performance management; learning and organizational development; diversity, equity, and inclusion; and employee experience business initiatives
• Designed three equity and inclusion programs, which received approval ratings above 90%
• Designed and delivered leadership, change management, on-boarding, and new hire orientation programs increasing participation by over 40%
• Created a global onboarding program with an interactive, immersive experience for new hires which received a 92% approval rating
• Created and implemented strategy for developing people management and leadership capabilities to build and retain diverse and inclusive teams

• Managed multiple, concurrent learning projects for Ernst & Young (EY) Global and Americas–based clients that spanned multiple lines of business.
• Supervised project budgets of over $2 million annually.
• Developed learning content designed to be delivered using a variety of techniques including gamification, simulation, and case studies.
• Enhanced equity training programs for female senior managers.

• Managed multiple, concurrent, chain-wide projects.
• Developed departmental-wide on-boarding program and processes.
• Worked with cross-functional internal planning teams to document and improve processes.

• Supervised staff of 30+ trainers.
• Provided status reporting on project milestones, deliverables, dependencies, risks, and issues.
• Developed working partnerships with state agencies, researched best practices, and facilitated local partnerships, public presentations, education, and advocacy.
• Provided consulting services and assistance to multiple state agencies, associations, related organizations, and agency staff.