AVP Assessment Manager Resume Format in Word Free Download

Sample Template Example of Beautiful Excellent Professional Curriculum Vitae / Resume / CV Format with Career Objective, Job Description, Skills & Work Experience for Freshers & Experienced in Word / Doc / Pdf Free Download

Industrial/Organizational Psychologist Resume

Lydia Laffitte

309 San Ildefonso Loop, NE Cell: 505-697-9876                      W email: Lydia.Laffitte@Kirtland.af.mil

Rio Rancho, NM 87001                   Work: 505-846-1230                 

PROFESSIONAL EXPERIENCE:

8/4/08 to Present.  Air Force Research Laboratory/Space Vehicles Directorate/RVN Kirtland AFB, NM, Senior Personnel Psychologist, Corporate Development Officer

• Leads, manages, and supervises scientist/practitioner research with a secret security clearance.  Follows scientific principles or laws on standardized psychological evaluations. Analyzes the relationships of behaviors to the work environment.  Applies findings of psychological principles, research, methods, and data to practical problems, provides research based consultation to recruit, retain quality talent, train, and develop the workforce.  Responds to scientific or technical inquiries on building the workforce, diversity, culture change, and workforce management.  Plans, develops, and directs scientific and administrative activities to advance the division’s HR research.
• Accountable for all TD research using humans and animal subjects.  Administrator of RV’s programs  and budgets (unspecified, TBD $) for research and organizational development. Supervises personnel through subordinate supervisors in other divisions.  Ensures research programs comply with state, federal, Directorate, HQ, and professional mandates and requirements. Leads human subjects use committee for two directorates. Principal investigator of own research projects. Writes and develops policies, procedures, and criteria regarding research based scientific principles or laws to factors that achieve RV’s goals. Lead researcher and manages regional research projects that contribute to AFRL’s missions in: selection systems, EEO compliance, performance, organizational assessments, teambuilding, workforce & gap, analysis, talent management, & succession planning.

·         Certified in Change Management; AFSO21 (Greenbelt in 6 sigma) improvements, strategic alignment & deployment, and root cause analysis; in Strength-Finders and performance coach; in Gallup Q12 as engagement COR for impact planning. Designed Workforce analysis and performance management/succession planning templates and worksheets.

·         Wrote papers and presentations on workforce analysis, selection, culture, performance management, talent management, succession planning, reward, training, retaining, exit interviews, and recruiting.  Submitted paper/poster to Society of Industrial Organizational Psychology (SIOP) and publishing “Organizational Climate” in STINFO and in the Journal of Organizational Psychology.

·         Increases institutional and individual research collaborations and advisor to other CDOs, AFIT (AF university) to conduct collaborative research and advance diagnostic, evaluation, assessment services, and competency modeling.  Designed and developed SOW for Executive Development Program and designed and selected vendor to implement mentoring program.

11/07-07/08.      CSX Corporation, Jacksonville, FL.   Manager, Talent Management & Organizational Effectiveness

·         Managed, designed, conducted, and led proprietary research ($5 million/ yearly).  Wrote, developed, and initiated policies, procedures and organizational infrastructures to achieve HR research goals and objectives.  Provided research based expertise in data-driven selection, development, retention, leadership, talent management, and organizational effectiveness  and meet business goals.

·         Helped leadership understand and translate business needs into short- and long-term action plans and strategies.  Provided tools, techniques, metrics, reports, and processes to develop high-potential leaders and build Leadership Acceleration Programs.

·         Managed TM/OE to train and implement HR initiatives.

·         Oversight responsibilities for two Centers of Excellence, talent/performance management and organizational effectiveness with an assumption of the selection COE in clinical tests for safety, security, and police positions. Responsible for all administrative and research budgets and supervised and evaluated vendors, consultants, and HR generalists through subordinate supervisors of COEs.

·         Negotiated vendor contracts to design and implement all succession management/talent review/workforce planning, performance management, selection, TMIS systems, and training/development processes. 

01/06-07/07.                  Fifth Third Bank, Cincinnati, OH.                                   AVP Assessment Manager

·         Led, managed, consulted, & project manager for all HR research and vendor management related activities. Responsible for the administration of the Enterprise’s million dollar HR research programs.  Designed, implemented, and coordinated research projects to achieve goals.    

·         Wrote and implemented selection and development research policies, procedures and infrastructures to achieve the program’s goals and objectives.  Responsible for all administrative and budgetary issues and for the supervision and evaluation of personnel through subordinate supervisors of two departments.   Ensured compliance with state, federal, and professional research policies and guidelines regarding EEOC/OFCCP, fairness in selection, and use of human subjects in experimental research for:  climate, job analyses, competency modeling, performance management, 360 appraisals, talent management, workforce & gap analysis, succession planning, development, diversity, engagement, and branding to improve attraction, retention, and promotion.

·         Partnered with leaders, business partners, and recruiters.  Recommended enhancements, automation and efficiency, and redesigned HR processes.    Designed competency models & built experimental Talent Management System and leader development process.

·         Conducted benchmarking, designed surveys, and wrote gap analysis guidelines.  Validated assessments to develop and select internal, external, and acquired leaders.  Managed projects, analyses, and technical reporting functions.  Integrated selection, development, 360, and performance management research projects.  Consulted, recommended, and created business plans, communication/change management plans, and Return on Investment Utility analyses.  Designed training, coaching, and leadership programs.  Met deliverable time-lines, achieved results, documented impact and delivered ROI feedback to executive committees.

9/02-1/06                                              Army Research Institute                        Research Psychologist/HR Consultant

• Led, managed, & supervised as a research scientist, principal investigator (PI), and/or contracting officer technical representative (COTR) in the administration of multi-phase, multi-million dollar, research projects. From military problem statements, developed testable hypotheses & evaluation criteria, prepared research designs, stated objectives and resources needed, wrote research policies and procedures, and scheduled field research locations, nationwide to achieve the PI’s goals and objectives.
• Planned, scheduled, and directed the scientific inquiries and research activities. Coordinated equipment, personnel, quality control, and contracts.  Applied scientific rigor, traveled to field sites, ensured appropriate statistical analyses, prepared technical reports, papers, articles, briefings, or presentations, and recommended continued or new research.  Ensured PI’s research was state and federal compliant and met U.S. Army’s mandated research policies with human or animal subjects. 
• Responsible for all administrative and budgetary concerns of the 5 to 6 SBIR, STTR, & ILLR research studies. Monitored, supervised, and evaluated personnel through subordinate supervisors in the field and at the home units. Formulated work packages, plans, and statements of work as a COTR or PI.  Advisor on research, coached and supervised four research assistants. Conducted peer reviews of other scientists’ reports for publication.  Evaluated proposals to fund basic and applied research proposals.
• Wrote “Issues, Concerns, and Considerations in Developing a Web-based Multi-source Performance Appraisal System”. Designed, developed, pilot-tested, and implemented lessons learned research about a values-based performance measure and self-efficacy evaluation.  Validated experimental leadership training modules, presented investigations into measurement equivalence , Army based competency model, cognitive abilities, personality, motivation to lead, leadership styles, and climate.

6/00-2/02                                            Psychological Associates                         Director, Performance Consulting

·           Consulted Fortune 100 companies, evaluated organizational structures, designed, implemented, and monitored HR research into occupational selection systems, instructional design, training, performance management, leadership, customer service, culture, org. change/management, and action planning. Designed and managed research projects in selection and assessment, succession planning, leadership, and coaching.  Trainer on developing action plans from multi-source feedback. Taught leadership how to use validated selection systems and HR processes to recruit, select, separate, promote, or pay employees that are EEOC compliant.

6/98-6/00                                                          Wonderlic, Inc.                          Project Manager/HR Consultant

·           Reported to VP on sales, delivery, and design of research based Human Resource selection systems, solutions, and outcomes. Project manager on selection projects for public safety occupations (police), research, and retail sales.  Designed and delivered solutions in organizational surveys, and training/ development programs. Certified as Independent Test Administrator and upholding human resource, equal employment opportunity, and legal hiring practices.

2/89-6/98                                                          State of Illinois                         Psychologist III/HR Consultant

·           Provided clinical and psychological research, assessment, diagnostic, and treatment services to forensic, developmentally delayed, and normal populations. Researched metabolic rates of psychotropic medications in forensic populations

·           Provided experimental psychotropic medications and therapies to facilitate determination of fit to stand trial and later to halfway house and then independent living. 

·           HR consultation for OJT training/orientation and developed curriculum to facilitate organizational development, effectiveness and behavior assessment, worker skills, and using scientific research methodology.  Evaluated and developed job performance measures, job descriptions, and competency model for the psychological assessment and selection of future leaders.

09/87-03/88          Psychological Associates                 Assessment Psychologist/Associate Consulting Psychologist

·           Operated an executive selection center.  Gave, interpreted, and provided feedback from psychological tests.  Coached executives in their career development and succession planning.  Gave psychological evaluations and conducted career counseling.

2/85-10/88                     St. Anthony's Psychiatric Center                        Personnel Recruiter/Case-manager

·           Provide recruitment, assessment, and selection to meet workforce requirement needs.  Held focus groups, and provided clinical services for individual assessment, diagnosis, counseling, and group therapy.

3/77-01/85         Fox‑Stanley Photo Products Inc.                Maintenance Supervisor/Quality Control Manager

·           Assessed, hired, and supervised maintenance and quality control technicians, managed departmental budgets, and provided operations and preventative maintenance training. Improved quality control procedures, designed equipment modifications to improve ergonomics and work efficiency, and introduced job enrichment, job satisfaction, and motivation training. Developed and wrote operations and procedures manuals and trouble‑shooting consultant, road warrior, and change agent to other plants.

Education

·           Illinois Institute of Technology, Chicago Illinois, Ph.D. (12/1998), Industrial/Organizational Psychology (3.8/4.0 GPA).

·           Southern Illinois University, Edwardsville, Illinois, M.S., (5/1988) Clinical Psychology (4.9/5.0 GPA).

·           Southern Illinois University, Edwardsville, Illinois, B.A., (5/1985) Psychology & Special Education (5.0/5.0 GPA), Graduated with highest honors.

·           900 + hours Continuing Education in the Areas of:  Leadership, Instructor Methods; Personality and psychological evaluations, Assessment Centers; Instructional Design; Executive Training, Coaching, Selection; Performance Appraisal; Competency Modeling; Succession Planning; Survey Design; Organizational Development; Change Management; Job Analysis; Test Validation; Team-Building, Government Acquisitions, Contracting, and Funding, and using Structural Equation Modeling with LISREL 8, Item Response Theory with PARSCALE 3.2, Statistical Packages for the Social Sciences, Differential Functioning of Items and Tests with DFIT, Hierarchical Linear Modeling with HLM, and Microsoft Power-point, Access, Excel, and Word.

Publications/Presentations Beyond Master’s Thesis and Doctoral Dissertation

·         Raju, N.S., Laffitte, L.J., and Byrne, B.M.  (2002). Measurement equivalence:  A comparison of methods based on confirmatory factor analysis and item response theory.  Journal of Applied Psychology, Vol. 87, 3, pp.  517-529.

·         Co-authored rebuttal article on competency modeling in Parameters, US Army War College, Spring, 2005

·         Three research presentations at a national convention – SIOP, 1998, 2000, & 2005

·         Honorably mentioned in Marquis “Who’s Who in America (2007) and  Manchester’s Who’s Who Registry of Executives and Professionals (2006-2007)

·         Presented at SIOP (2011) poster session on Development of a Molar Leadership Climate Survey (LCCS) & submitted to STINFO/DTIC and submitted for publication to the Journal of Organizational Psychology Vol. 11(1).

·         Submitted for publication (2011) “Optimizing Factor Structures with Measurement Equivalence Using Confirmatory Factor Analysis and Item Response Theory” in STINFO/DTIC

Personal and Professional Memberships

·           Psi‑Chi:  National Honor Society in Psychology, Kappa Delta Pi: Honor Society in Education, & Phi Kappa Phi: National Honor Society.

·           American Psychological Association and Society for Industrial/Organizational Psychologists, Chicago Industrial/Organizational Psychologists & Gateway Industrial/Organizational Psychologists, Cincinnati OD Network, & Society of Industrial Leaders

Download Resume Format