Phase 2: Future State Design

Team Members

HR Transformation Phase 2 Project Team Leads ( July 2013 - Present)
Name HR Transformation Team Title
Susan Basso  Phase 2 Project Sponsor Vice President for Human Resources
Mary Beahm  HR Org / Talent Team Lead Assistant VP for Human Resources
Sue Cromwell  Change Team Lead Director of Center for Workplace Learning and Performance
Bob Fantaske  Process Team Lead Coordinator, CWLP Consulting Services
Ken Forstmeier  Technology Team Co-Lead Senior Director of Administrative Information Services (AIS)
Gerald (Jerry) Henry Jr.  Policy Team Lead HR Strategic Partner, College of Education & College of Arts and Architecture
Galen Lentz  PMO Team Lead Project Manager, IT
Steve Selfe  Technology Team Co-Lead Director of HRIT
HR Transformation Phase 2 Process Redesign Team
Name Title
Bob Fantaske – team lead Coordinator, OHR CWLP Consulting Services
Becky Barton HR Asst., Intercollegiate Athletics
Rachele Brida Manager, Recruitment & Compensation
Dawn Datt (Retired) Director of Administrative Operations/HR, Arts & Architecture
Dorothy Guy HR Manager, Penn State Harrisburg
Lisa Irvin HR Generalist, ARL
Galen Lentz Project Manager, IT
Bob Maney (SME) Senior Director of Employee Relations
Robin Oswald, (SME) Director of Employee Benefits
Ron Swope Director of Finance & Business – Mont Alto
John Luchini Director of Finance & Business - Dubois
Chris Fivek Director of Operations, College of IST & College of Communications
Carol Eicher HR Generalist, Auxillary & Business Services
Sue Cromwell - change lead Director, Workplace Learning & Performance
HR Transformation Phase 2 Policy Harmonization Team
Name Title
Jerry Henry – team lead HR Strategic Partner, College of Education & College of Arts & Architecture
Kari Allatt HR Specialist, Employee Relations
Katherine Allen (SME) Assoc. General Counsel, Office of General Counsel
Dorothy Guy HR Manager, Penn State Harrisburg
Rob Harris HR Manager, Library Services
Bob Maney (SME) Senior Director of Employee Relations
Helene Miksitz Business Manager, Penn State Lehigh Valley
Sean Moeller Director of Administrative Services, College of Liberal Arts
Allison Newhart Assoc. General Counsel, Office of General Counsel
Robin Oswald, (SME) Director of Employee Benefits
Diane Brown - change lead Manager, CWLP Individual & Org. Development
HR Transformation Phase 2 Organization Design Team
Name Title
Mary Beahm – team lead Assistant VP for Human Resources
Holly Gumke Director of Business Services, Penn State York
Amanda Jones Manager, Human Resources, Eberly College of Science
Susan Rutan Manager, Human Resources, Office of Physical Plant
Sue Cromwell - change lead Director, Workplace Learning & Performance
HR Transformation Phase 2 Talent Management Team
Name Title
Mary Beahm – team lead Assistant VP for Human Resources
Rachele Brida Manager, Recruitment & Compensation
Randy Geering Director of Business & Operations, Penn State Behrend
Dovizia Long Manager, Employee Relations
Allison Newhart (SME) Assoc. General Counsel, Office of General Counsel
Sue Cromwell - change lead Director, Workplace Learning & Performance
HR Transformation Phase 2 Change Management Team
Name Title
Sue Cromwell – team lead Director of Workplace Learning and Performance
Diane Brown Manager, Individual & Org. Development,  CWLP
Rebecca Cianci Director of Human Resources, Smeal College of Business
HR Transformation Phase 2 Change Technology Team
Technology Core Team
Name Title
Steve Selfe – team co-lead Director of HRIT
Tara Campbell Purchasing & Procurement Agent
Ken Forstmeier – team co-lead Senior Director of Administrative Information Services (AIS)
Galen Lentz Project Manager, IT
Rebecca Cianci - change lead Director of Human Resources - Smeal College of Business
Technology Subject Matter Expert Sub-Teams
HR Admin/Transactions
Mary Beahm (lead) Senior Director of Recruitment and Compensation
Giselle Buck HR Aide – OHR
Ann Gray Assoc. Director, Info Resources
Lisa Lingle HR Generalist – Engineering
Karen Mogle HR Generalist – Education
Sharon Price HR Generalist – OHR
Beth Shimel HR Asst. – OHR
Stephanie Snook Programmer/Analyst – Budget Office
Mary Tuzynski HR Asst. – Behrend Campus
Compensation
Jeremy Helsel (lead) Manager of Compensation
Erika Armismendi Director Human Resources, Outreach
Bob Hannegan Manager of Human Resources, College of Engineering
Liz Sokora HR Specialist – Compensation
Benefits
Robin Oswald (lead) Director of Employee Benefits
Tiffany Bainey HR Specialist, OPP
Melissa DeSandre HR Asst. – Benefits
Amanda Gallo HR Specialist, Housing and Food Services
Dovizia Long (ER SME as needed) Manager, Employee Relations
Bob Maney (ER SME as needed) Senior Director of Employee Relations
Amanda Witherite Assistant  Manager, Benefits
Talent
Brynn Rousselin (lead) Manager, Leadership & Management, CWLP
Stephanie Flanagan Coordinator, Performance Managememt CWLP
Chris Lucas Director, IT Training Services
Susan Morse Manager Human Resource, ITS
Melissa Walker Education Program Associate, OPP
Payroll
Ray Burke (lead) Manager, Payroll
Tammy Crater Manager, Accounting, Controller’s Office
Heidi Elliott Consultant Business Systems, OPP
Larry Friedken Director, Payroll & Tax Services
Joe Jones Director, Accounting Bursar’s Office
Carrie Moore Analysis & Planning Consultant, Financial Office
Rita Seyler Senior Account, Controller’s Office
Sheryl Smith HR Asst. – OHR
Portal & Knowledge Base
Marcus Robinson Director, IT Communications
Travis Fisher Multimedia Specialist, HR
Case Management
John Williams Director, Information Tech Services
Jill Musser Manager, Benefit Programs & Services
Additional Subject Matter Experts
Sandy Balboni IT Manager ITS, Identity Management
Gary Langsdale   University Risk Officer, Office Of Corporate Controller
Kathy Kimball Senior Director ITS, Security
Allision Newhart Associate General Counsel, Office of the President

Work Underway

Phase 2 of the HR transformation initiative — which began in July 2013—builds on the groundwork created in Phase 1, as the teams delve further into the details of the future state of HR, including process design and policy harmonization, organization design and talent management processes, selection of the HR technology vendor and continued implementation and change planning. The nature of this work requires significant involvement from the HR community, as well as our business partners. The initiative grew from a small, core group of individuals in Phase 1, to over 70 individuals across the University assisting (so far) in Phase 2. We anticipate continuing to add to this number as the work continues to evolve. An Executive Steering Committee was created to help guide the work and continues to meet on a regular basis throughout the process.  In addition a group of key HR business partners has been engaged and involved to provide additional input and feedback

Shown below is the high level view of the initial Phase 2 HRT project team, including our HR Transformation partners from Towers Watson:

 

 

From the begining of the Phase 2 launch in early fall 2013, all of the project workstreams on-boarded team members, outlined charters, developed project plans, and began to implement the steps outlined in their plans, including:

  • Policy harmonization: created an inventory of all HR policies, created and received approval on a short list of policies to harmonize, all necessary steps to begin the current state assessment and future state design work.
  • Process redesign: finalized a list of 15 processes for redesign and the team is now working on current state collection and future state design on each group of processes.  The list of processes includes: appointment, background checks, access accounts/IDs, GSI, salary offers, merit pay, FMLA administration, disability, workers compensation, recruiting and advertising, offer letters, applicant tracking and terminations.
  • Organization design and talent management: developing initial staffing estimates and more detailed organization design straw model options, outlined a stakeholder engagement plan for seeking input and reactions, and developed the talent strategy guiding principles 
  • HR technology: the RFP was officially released on August 30th, evaluations happened in October/November time frame, with vendor demonstrations completed in February 2014. After a vigorous selection process, Workday, Inc. was selected and approved to be Penn State's Human Capital Management (HCM) vendor at the September 2014, Board of Trustee's meeting.  The Implementation partner selection process began in October 2014. 
  • Change management: ensured coordinated approaches for stakeholder outreach, continued to develop communications and engagement opportunities for various stakeholder groups including Academic and Non-Academic Leadership, HR Community,  HRT Steering Committee and key business partners.