Experience

As a healthcare organization, WZH faces major challenges. The approximately 500 care students per year execute a substantial part of the care tasks and are therefore an important piece of the staffing-puzzle of departments. The Learning & Development department is an important player in this. Its main goal is to recruit students and facilitate them to complete their study in due time.

My role in this is to build a future-proof L&D department and manage/coach the team of 3 advisors and 16 practical trainers. In this role I am part of the HR Management team.

Due to growth and acquisitions, the network-organization needs a strategic and overarching approach to Learning and Development (L&D).

My role is to design the overarching L&D strategy and policies, and, deliver a proposal for the Zorg van de Zaak Academy.

The HR-Instruments module is meant for anyone who enters the HR field from a different background and needs a steppingstone to understand the profession and dynamics of HR.

My role is teaching new HR staff members on the basics of the HR profession.

Kien Kennis aims to increase digital literacy of teachers and non-teaching staff by supporting them to practice, share learnings, and develop and grow their digital skills.

My role in this:

• consultancy on how to increase the use of available support (Academy, Experience Lab, Toolkits)
• developing learning journeys for digital literacy
• Coaching the L&D coordinator

Kien kennis is part of KIEN ICT.

NS wants to be an attractive employer. Not only for new employees but also for their current employees.

My role was to design:

• the new Vision on Inclusive Talent Development, including the roadmap to get there
• a standardized and data-driven approach for the organization-wide People Review process
• a new MD program (traineeship) for internal available talents

Zest for Work wants to create personal and organizational impact for her clients by offering them a personalized learning experience that is fantastic, challenging, and fun. The learning journey facilitates autonomous and self- directed learning and ownership!

In this role I support the Zest-team by the design and development of the new Learning Experience.

In this role I contribute to the building of the new IND Academy and lead the building of the Compliance Faculty. Next to that I contribute to the optimization of the Employee Journey (recruitment – pre-boarding – Onboarding). A new organization-wide Onboarding program is the first deliverable.

Building the Compliance Faculty includes managing relevant stakeholders and the offering, building data and infrastructure, and management of the Faculty team.

To make sure ABN AMRO has successors for key roles in the bank at any moment in time they want to improve the way they develop their leaders and talents.

This means development of a renewed vision on talent and associated talent propositions, and a supportive leadership model.

To support the professionalization of the supply chain and the people working in it, Friesland Campina wants to build a centralized and focused Supply Chain Academy.

This means developing targeted offerings, building the infrastructure and User Experience, and supporting Leadership development in Supply Chain.

To stay relevant for the future the Stedin Business School needs to become more effective and efficient. They want to achieve this by innovating their offerings.

My role was to coach/support the L&D professionals on innovation of the ways of working and learning, and, to advise on the professionalization of the Business School.

*Stedin Business School is Safety and Engineering focused.

To support and accelerate development of their high potentials the family has a development program.

My role was to coach the high potentials on their personal and professional development, drive the development of the operational HR reporting system, and development of a Leadership Toolkit.

Objective of the Marketing Excellence Academy is to support the Marketing community (± 3800 marketers globally) in their professional development.

My role was to drive the design, development and deployment of the global Marketing Development Programs and to build a global facilitator pool. Next to that I supported the Consumer Care Transformation program by the design, development and deployment of interventions for the Global Consumer Care population.

*The Academy is part of the Philips University. Philips University at that time was recently initiated.

To fill their leadership pipeline Darling Ingredients wants to start an international Leadership Development Program and an international traineeship.

My role was to design, develop and deploy both of them, based on the analysis of the core competences and key-roles.

Learning & Development Enabling Functions

My role was to support Business Management on L&D challenges and re-structur/re-design the offerings. One of the specific topics was the design and implementation of a tailored user-interface to the LMS

Replacement of the L&D program manager during his sick leave.

My role was to support stakeholders on L&D challenges, manage running projects and suppliers, and, integrate new digitale learning concepts in existing development programs.

ProRail at that time had a structural shortage of traffic control professionals. The lead time of the learning journey had to be reduced and the the number of graduates increased.

My role was to implement program management and drive the re-design, development and deployment of the traffic control learning journey. We reduced the lead time by 30% and increased the number of graduates from 33% to 67%.

*The department at that time was recently initiated.

For IgloMora I drove the development of the L&D vision, strategy, and annual plan by coaching the HR professionals. Next to that I supported the organization-wide introduction of selfmanaging teams.

My role was to drive the design, development and deployment of tailored learning journeys for Rabobank insurance advisors, and coach them on applying the learnings in their job.

Design, development and deployment of a game-based learning journey for the implementation of a new cargo planning tool, including the design and development of the game itself.

Design, development and deployment of a game-based learning journey for the implementation of a new crewplanning tool, including the selection and integration of the game.

Ericsson wanted to become the technical supplier of the 3G network. To maximize their chances they offered all bidding companies a kick-start by creating their training department upfront.

My role was to design training scenarios for all of the bidding companies and design and develop tailored learning journeys including resourcing and planning. Once the new owner was know I supported them on the kick-start.

Support the leadership team of the part-time Bachelor program on strategy, policy, and execution of both.

My role was to develop the L&D strategy and annual L&D plan.

Development and deployment of a HEAO learn/work-track in collaboration with universities of applied sciences and local banks.

Development of the People Strategy for Audax, and, implementation of HR management for Audax Logistics.

Drive the development of the L&D strategy and annual plan by coaching the Head of Learning.

Development and deployment of a learning framework + interventions for long-term unemployed and temporary workers.

Drive the development of the L&D strategy for the IT population by coaching the Head of Learning.

Drive the HBO certification process.

Next to that, for secretaries working at the Ministry of Economic Affairs. I developed a mobility plan including training offering to further develop and grow.

Development of the L&D strategy, L&D policies and annual plan.

Development of the People strategy and commercial job profiles.

Pogram management of the design, development and deployment of sector- wide learning journeys. In cooperation with representatives of all Public Transport companies.

For example learning journeys on the introduction of the Interliner-concept, the OV Chipcard and specific tools . But also aggresion prevention and social safety programs.

Design, development and deployment of a game-based leadership development program, including the design and development of the game itself.

Design, development and delivery of a new Customer Service strategy and -policy, and a professional Onboarding program.