Leah Hollander

Manages talent programs and partners with senior leaders to proactively assess needs to develop and deliver talent acquisition and talent development solutions. Serves as a strategic advisor to leaders on all matters related to human capital strategy. Drives organizational improvements and decision-making to constantly improve human capital solutions.

• Participated at strategic and operational level to develop and strengthen human resources services, relationships and mission.

• Fostered positive work environment through design and implementation of a comprehensive employee relations program.

• Lead the development and implementation of leadership development programs to improve leadership competencies across all employee levels

Responsible and accountable for developing and executing the human capital strategy in support of mission needs and in alignment with overarching NASA strategic direction, specifically in Talent Development.

In collaboration with executive leadership team, formulates long-term human capital strategies and enhances staff and organizational capabilities needed to sustain service delivery and customer experience.

Identified key performance indicators to assess the success of human capital programs based on these metrics and periodically evaluates and makes appropriate adjustments to such goals.

Maintained knowledge of laws, regulations, and best practices advancing the functions within human capital. Provided strategic direction and guidance on the development and revision of talent development programs.

Developed strategies for agency-wide mission support transformative initiatives. Served as Change Management Principal (e.g., oversight/guidance/direction of Agency-wide change management team). Identify whether, and how, stakeholder groups are being engaged. Evaluated frequency, type and effectiveness of engagement efforts by connecting regularly with project managers and their organizational development specialists. Major tasks conducted:

Direct stakeholder engagement ensuring regular communication with the various stakeholder groups and usage of multiple channels of communication and change strategies.

Assessment of how issues/concerns are raised, whether these issues were addressed and how, this and other relevant information is used in the development and implementation of enterprise processes and policies.

Coordinated and worked with management on performance evaluations, supervisory practices, dispute resolution, and employee accountability.

Maintained "open door" policy to encourage employee communications and resolution of issues.

Maintained optimal staffing levels by tracking vacancies and initiating recruitment and interview processes to identify qualified candidates.

Directed each phase of hiring process, encompassing employment verification, employee relations investigations, criminal background checks and onboarding.

Participated at strategic and operational level to develop and strengthen human resources services, relationships and mission.