Sr. Executive DEI Thought Leader who has served as a subject matter expert in this purposeful work for over 15+ years and I love what I do in the employee centric space.  This position is in alignment with my skills, interests and values.

Clark Atlanta University

ü Serving as a Sr. Executive HR/DEI strategic professional helping organizations to build their human capital and DEI strategy using data analytics, best practices, and industry tools.
ü Engage with resource groups and facilitate multiple training sessions to increase awareness and increase DEI capability, coach Sr. Executives and assist with overarching organization transformation with a focus on talent systems and strategic planning.
ü Assist organizations with talent assessment, workforce engagement, workforce development, on and off boarding and sustainable talent retention strategies.

Pres/Sr. Consultant

ü Reporting directly to CHRO, served as an executive leader driving organizational cultural change through DE&I, Employee Engagement and Talent Management strategic lens.
ü Expertise and responsibility for the managing key functional areas of Diversity Equity and Inclusion, Talent Management, Learning and Development, Performance Management, Leadership Development, Employee Relations and HR Business Partner function in the Office of Human Resources.
ü Strong communications skills with the ability to influence and effectively drive cultural change engaging at the executive level driving to staff level. Recognized as a diversity thought leader serving on panels, as a keynote and a trainer/facilitator in all areas of diversity, equity and inclusion.
ü Valued as a problem solver with the ability to build and retain a high performing and engaged workforce. Crafted framework, programs and served as an advisor in the DEI arena ensuring linkage to the business model.
ü Instrumental in providing strategic direction on overarching employee centric matters to Chairman, Board, Division leaders and other key stakeholders.
ü Responsible for managing all aspects of Talent Management focused on Learning and Development strategy work internally with LMS, micro-learnings, customized training and managing multiple external vendor relationships.
ü Lead on Talent strategy with a focus on career progression, rotationals, succession planning, linkage to performance management and developmental opportunities.
ü Revamped performance management system to link with organizational core competencies and compensation philosophy and planning.
ü Actively coached and supported leaders with career development plans. Facilitated workforce performance efforts through team building and conflict management to sustain a high performing culture.

Deputy Director HR Org Effectiveness

ü Served as a Sr. Consultant managing activities across the country for a number of clients assessing employer current DEI, Talent and engagement strategy helping to determine leadership gaps and development needs as well as defining cultural competencies. Served as a lead facilitator crafting customized training centered on unconscious bias, cross cultural competence, micro aggressions and other\\ key drivers supporting a positive model of cultural change.
ü Worked closely with organizations to identify and design specific training tools for a number of DEI and workforce performance related efforts customized specifically for enhanced performance, inclusion and retention.
ü Served as a subject matter expert on Affinity Groups/ERG formation, charters, governance and sustainability
ü Provided project management acumen to support on time delivery of project goals and movement towards expected outcomes.
ü Assisted companies in maximizing the overall employee experience through multiple tools.
ü Instrumental in shaping workplace culture and guiding leaders in sustainable human capital strategies.

Mesha Mott

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