Mary Anne Rasmussen

Global talent development and organizational development consulting group, enhancing clients' competitive edge through learning and organizational development, and change management engagements. Interim executive and advisor. Clients include Informatica, Incorp Solutions, Medtronic, RealtyCom Partners.

Highly accomplished and experienced HR Leader with a passion for Talent Management. Leader of teams that design and implement organizational readiness, and professional development programs for executives and high potentials. Strong record of achievement promoting the productivity and growth of organizations through dramatic improvement in talent management, organizational development, strategic succession planning, and executive coaching and development.

Managing Principal of a full-spectrum organizational development consulting firm focused on developing the effectiveness of individuals and organizations. Founded the company and grew revenues to more than $100K in only 3 years. Guided all company operations including new business development, finance and accounting, and client services. Took the lead in all client engagements focused on developing the client’s expertise in leadership, motivation, change transitions and customer focus.

Seconded to a 4 year assignment by the Fireman’s Fund Insurance Company at the request of Allianz AG management. Spearheaded creation and implementation of the first-ever succession planning program for Allianz AG and its top 32 subsidiaries. Designed 3 programs that identified top talent in the subsidiary organizations and enabled selection of high potential executives for further development. 3 direct reports; annual budget of $1.2M.

Drove dramatic expansion of a Learning and Organizational Development function supporting advancement of an Information Technology department, with more than 900 employees. Guided delivery of all learning and organizational development programs and activities including a Technical Education department of 10 professionals charged with providing technical training for IT and non-IT employees. Worked in close collaboration with the CIO and other IT management. Annual budget of more than $2M.

Supported the organizational development needs of headquarters departments including Finance, Sourcing, and Real Estate. Precipitated major changes in strategic planning, leadership development, and organization restructuring. Enabled greater long term fiscal stability for the organization, facilitating the CFO and staff to create a vision and strategic plan for the financial management of the company for the first time in 12 years. Uncovered broken processes in Real Estate division saving millions.

Directed all organizational and management development programs for the global finance organization (about 650 employees). Created this function from the ground up. Staff of one.  Directed annual international organization review, resulting in a well-defined development strategy for the global organization and increased employee satisfaction.  Facilitated 360° management skills assessments, with 4 levels of management, in North America, Europe and Asia. Coached individuals on achieving their goals.

Directed a start-up organization whose primary purpose was the recapture of customer loyalty and assets. Recognized with Excellence in Service Award. Consulted throughout the company in the development of internal and external customer satisfaction. Staff of 11.  Established the Corporate Service Quality department. Centralized customer problem resolution for the retail service delivery organization, over 165 branches and 3 major customer service centers.  Created a process of research and problem

Training curriculum management responsibilities including: program design, development and maintenance; staffing; training effectiveness evaluation; contract management; and training delivery. Produced and emceed annual department conference for 85 people. Staff of 3. Other Positions with Pacific Bell: Account Executive, Service Representative.