Exceptional, Talent Development/Organizational Effectiveness Professional with 15+ years success helping fortune 100 companies develop cutting edge human capital strategy and programs. Proven success helping organizations transform by providing appropriate performance improvement interventions that are holistic, business-driven, and customer and shareholder-value focused. 15 years of experience leveraging IT, analytics, Shared Services, and SaaS/cloud solutions: • As Learning Manager, I collaborated with a cross-functional team of divisional HR leaders, senior sales executives, and a regional sales staff of SME’s to develop an award winning blended on-boarding program. The program included a pre-employment aptitude survey, pre-testing, several learning modalities, emotional intelligence inventory, post-testing, Kirkpatrick evaluations, coaching, train-the-trainer, and virtual learning avatars. I managed the process from needs analysis through deployment, with a focus on new hire orientation, operations, customer service, and Consultative sales training. Reduced new hire turn over 50% during the first 90 days. • As Internal HR consultant, I worked closely with management and employees to improve work relationships, build morale, increase productivity and retention. Provided personalized coaching to every level of business leader on: hiring, retention, employee performance, reward/recognition, career planning, and succession planning. Consulted, designed, and facilitated leadership, sales, customer service, operational, systems, technical, and vendor product training. • Extensive knowledge of HR processes, adult learning, and organizational effectiveness, with a proven track record overseeing people, systems, and projects. I am competent in providing solutions that exceed all business, technical and strategic needs including business and gap analysis, data analysis, data mapping, process flow development, vendor evaluation, negotiation, and system implementation.

Manager, SAP HCM SuccessFactors @ HCM leader in the Hire-to-Retire process and all supporting applications, work alongside HR liaisons and leaders to build strategy, roadmaps and execute work plans to achieve the same. Provide management and oversight for HTR IT team members. Work closely with business partners to establish a strategic technology plan, identify opportunities to realize business value, incorporate industry technology advances, deliver on project commitments, and support day-to-day operations of the HR function. • Lead and continually identify opportunity for improving business processes and systems within the area of responsibility. • Act as a liaison between business and development teams to communicate priorities, manage functional and tech requirements for projects. Actively involved with solution design, configuration, testing, training, and deployment. Drive iSAP based standards to deliver quality solutions. • Collaborate with bus partners to define strategy, architecture, integration, implementation and support of SAP SuccessFactors and related enterprise applications for the IT, HR, and accounting departments. • Stay abreast of emerging technologies and next generation platforms and recommend solutions that drive innovation and business value. • Manages and leads bus analyst team to create enterprise bus solutions around SAP SuccessFactors HR, Employee central, Performance & Goals, Social Collaboration, Learning, and Career Development. • Drive standards-driven development using iSAP or similar models/methodologies and develop culture of excellence. Ability to create necessary business requirements, business processes, and the resulting project plans. • Partner with Design and Bus stakeholders to support strategic initiatives. Identify and resolve gaps in skills, processes, and resources. • Set deadlines, assigns responsibilities, mentors, and monitors progress of a geographically and culturally diverse team From December 2014 to Present (1 year 1 month) Dallas/Fort Worth AreaTalent Development Principal SuccessFactors LMS & Performance @ Work with senior level executives to develop a holistic organizational effectiveness strategy and systemic talent systems architecture. Building a frame work that delivers greater engagement and impact to the individual employees while providing a return on capital expended for the Board of Directors. Human Resources Business Partner, leveraging industry best practices. From January 2013 to Present (3 years) Dallas/Fort Worth AreaPrincipal @ Work with senior level executives to develop a holistic organizational effectiveness strategy and systemic talent systems architecture. Building a frame work that delivers greater engagement and impact to the individual employees while providing a return on capital expended for the Board of Directors. Human Resources Business Partner, leveraging industry best practices. Social Learning Employee Development Career Development HR Branding and Internal Marketing Strategy Communications Competencies Analytics HRIS Compliance Onboarding New Hire Training Curriculum Certifications Kirkpatick level 1-3 Surveys From January 2014 to December 2014 (1 year) SR. Manager HRIS - Talent Systems @ • Provide vision and leadership for developing, implementing and integrating human resource applications and solutions that support both department and company objectives • Oversee all Learning management systems and interfaces by leading the design, development, implementation, modification and testing of ongoing and proposed system projects and enhancements • Partner with COE’s, HRBP’s, external vendors and suppliers to leverage existing technology to enhance overall business operations • Leverage Cloud & SaaS efficiencies to proactively increase present and future functionality while ensuring all systems perform optimally with the highest standards of system integrity and security • Develop, manage, and motivate a high-performing Shared Services HRIS team that effectively delivers organizational change, goals and priorities • Delivered 1st global LMS implementation at AMD and decommission 18 learning management systems across multiple countries, languages and locations Knowledge of all SAP/SuccessFactors Modules: Goal Management Performance Management Succession/Talent Planning Employee Profile Mentoring Calibration 360 Review/Competency Assessment Global Learning Management Career/Professional Development From November 2011 to January 2013 (1 year 3 months) Austin, Texas AreaTechnical Training Business Analyst: Agile/Scrum, Social Networking, Onboarding, eLearning, LMS @ • Consult with clients/executive management to align strategic programs to support key business initiatives • Develop budget, manage costs, and negotiate contracts for all developmental needs • Lead, present, and provide coaching to senior leaders and team • Implement best practices, procure, and manage vendors to improve strategic competencies through: Systems, tools, soft skills (EQ), and technical training • Maintain continuous alignment of program scope with strategic business objectives, and make recommendations to modify the program to enhance effectiveness toward the business result or strategic intent • Coach, mentor and lead personnel within a technical team environment • Market, promote, and facilitate, employee development programs, practices, and guidelines • Complete skill gap analysis with COE's, then select, and deploy a highly successful competency based development solution, which included OOAD, Java, strategic thinking, Agile/Scrum • Technical consultant assisted with deployment of SumTotal/elementk LMS From 2010 to October 2011 (1 year) Technical Training Manager @ I developed and delivered a comprehensive mega project and portfolio management system training including: exhaustive user manual, online training, job aids, classroom materials, and instructor guide. I trained both the technology and the strategic use of several integrated IT applications including Meridian Systems Proliance, Microsoft SharePoint, IBM Cognos 8, and PeopleSoft. These systems provide financial controls for an $11 Billion project portfolio, automating 25 business processes and supports over 400 engineers across 50 external design and construction firms. I utilized my expertise of Office 2007, Articulate, Captivate, and Lectora to create online modules and courses. From 2008 to 2010 (2 years) Employee Performance Consultant OE/OD @ Deployed Saba LMS From January 2006 to 2008 (2 years) Global Training Manager @ From 2006 to 2007 (1 year) Learning and Development – SR. National Manager @ Designed innovative online product training which provided 10% sales lift on products & categories trained • Performed train-the-trainer (T3) sessions for 240+ HR managers • Managed implementation and deployment of employee performance management system • Successfully designed and implemented sales & customer service training blending: video, online, PowerPoint, and printed curriculum • Managed a team of developers, designed look and feel, navigation, and reporting for a unified web-based human capital management system (HCM) used by 16,000 employees • Program manager responsible for connecting SAP HCM, Siebel, and the LMS • Worked with regional/senior management to design award winning new hire orientation program • Delivered PeopleSoft & SAP ERP training, launched and maintained store/corporate training programs: Virtual, CBT, ILT or WBT • Continuously analyzed results and created strategies to improve learning From 1997 to 2006 (9 years) SR. Manager Technical Training & Development @ Changed employee training from a cost center to a profit center by leveraging key vendor partnerships, produced $300,000 profit first year • Conceptualized and managed learning portal (LMS) and Corporate University used by 16000 employees with over 1200 courses and responsible for delivering over 1 million modules per year • Reduced cost of training from $52.00 to $1.20 per unit • Reduced training time 80% to 75 minutes a month • Proposed, designed, and implemented online new hire orientation training • Demonstrably improved on-boarding decreasing costs and increasing retention, equaling a 50% T/O reduction during the first 90 days • Managed, implemented, and designed custom pre-employment applicant and assessment tool • Facilitated virtual training sessions and maintained all online training programs: sales, customer service, vendor product training, Element K, QuicKnowledge, Brightline, DDI, and custom developed content • Implemented online certification testing, evaluation, and reporting procedures for all levels • Managed deployment of quarterly employee engagement survey • Human resources generalist responsible for all HR compliance training • Developed, facilitated, and maintained, store/corporate operations training programs • Reviewed/updated existing manuals and manager guides • Created curriculum and learning plan for new systems & policy training for all levels (SAP, Siebel, PeopleSoft and Kronos) • Managed vendor relationships and implementation of several business process outsourcing initiatives From 1997 to 2006 (9 years)

Bachelor of Science (B.S.), Management, Marketing @ Tarleton State UniversityAAS, Small Business Management @ Kilgore CollegeAAS, Computer Science Technology @ Texas State Technical College-West Texas From 1993 to 1994 Marc Caslani is skilled in: Talent Management, Performance Management, Leadership, Training, Change Management, Organizational Effectiveness, Employee Training, Human Resources, Leadership Development, Organizational Development, HRIS, Onboarding, Employee Relations, Succession Planning, SAP