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Columbus, Ohio, United States
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Melanie Berman reposted thisMelanie Berman reposted thisNow Hiring: UAS Drone Pilot Passionate about unmanned aircraft systems and ready to make an impact? NiSource is looking for a skilled UAS Pilot to join the Flight Operations team in Valparaiso, IN! As a UAS Pilot, you’ll support critical field operations, conduct safe and compliant flight missions, and help advance innovative sensing and inspection capabilities across the company. 📍 Location: Valparaiso, IN 🏢 Company: NiSource 📌 Role: UAS Drone Pilot 👉 Learn more & apply here: https://lnkd.in/gzJtneQv
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Melanie Berman reposted thisMelanie Berman reposted thisNow Hiring: UAS Drone Pilot Passionate about unmanned aircraft systems and ready to make an impact? NiSource is looking for a skilled UAS Pilot to join the Flight Operations team in Valparaiso, IN! As a UAS Pilot, you’ll support critical field operations, conduct safe and compliant flight missions, and help advance innovative sensing and inspection capabilities across the company. 📍 Location: Valparaiso, IN 🏢 Company: NiSource 📌 Role: UAS Drone Pilot 👉 Learn more & apply here: https://lnkd.in/gzJtneQv
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Melanie Berman reposted thisMelanie Berman reposted thisIn 2025, NiSource advanced several strategic priorities to transform the business and meet evolving customer energy needs. Continuous improvement was a focus as we leveraged technology to improve field productivity and service response. We introduced new digital customer service options and delivered strong financial performance through disciplined cost management. Read more about how we are transforming to deliver safe and reliable energy for the future: https://lnkd.in/eW2YZkm4 #NiSource #OperationalExcellence #Transformation #AnnualReport #CustomerService
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Melanie Berman reposted thisMelanie Berman reposted thisNiSource is proud to receive the 2026 Edison Electric Institute (EEI) Advocacy Excellence Award for developing NIPSCO Generation LLC (GenCo). This first‑in‑the‑nation regulatory model supports data center growth, protects existing customers from new generation costs and will return savings to them. This approach advances economic development in northern Indiana and reinforces our commitment to affordable, reliable energy. Learn more: https://lnkd.in/eiRbymSE
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Melanie Berman reposted thisA really wonderful way to get to know Entreprenista is through Experience Week, happening March 24–27 at 1:00 PM EST each day. With four free info sessions and masterclasses, you’ll get a genuine feel for the conversations, support, education, and connections that make the Entreprenista League such a meaningful community for so many women founders. I’d truly encourage you to join if you can — it’s an easy way to experience the energy of the community and see if it feels like the right fit for you. Visit https://lnkd.in/enBSNDXr to RSVP.Melanie Berman reposted thisIf you’ve been building a little too solo lately, this is for you. Experience Week is March 24–27 at 1 PM EST and it’s our favorite way to open the doors to what our members are experiencing inside the Entreprensita League. Consider this your official invitation to four free live sessions and masterclasses. You’ll leave with strategies you can take action on right away, plus that “oh good, I’m not doing this alone” feeling. Visit https://lnkd.in/enBSNDXr to RSVP.
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Melanie Berman reposted thisMelanie Berman reposted thisNiSource released full-year 2025 earnings results today. Read the release and join the earnings call at 11:00 EST today. Release: https://lnkd.in/ehQ4uZ59 Call: https://lnkd.in/eGnRaNaz
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Melanie Berman reposted thisMelanie Berman reposted thisPassionate about drone / unmanned aircraft systems and ready to make an impact? NiSource is looking for a skilled UAS Pilot to join the Flight Operations team in Valparaiso, IN! As a UAS Pilot, you’ll support critical field operations, conduct safe and compliant flight missions, and help advance innovative sensing and inspection capabilities across the company. If you—or someone you know—are excited about aviation, technology, and mission‑driven work, this could be the perfect fit.
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Melanie Berman reposted thisMany thanks to all of our team members who work tirelessly to ensure our safety, warmth and comfort!Melanie Berman reposted thisNo matter what winter brings, our teams are working tirelessly to keep our communities safe and warm. Every day, our dedicated employees work around the clock and brave challenging conditions to deliver exceptional customer service and ensure natural gas service remains safe and reliable. Their commitment is at the heart of what we do. Stay safe. Stay warm. And know that our team is always here for you—no matter the weather.
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Melanie Berman reposted thisMelanie Berman reposted thisSharing a great career opportunity at NiSource—your next move could be right here!
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Melanie Berman liked thisMelanie Berman liked thisOne of the unintended consequences I’m observing with the hybrid-remote workplace is that people are increasingly being reduced to their work. Interactions have become overwhelmingly transactional. Meetings begin with agenda items and end with action items. Slack messages are requests. Emails are tasks. Calendars are packed. What is increasingly absent is the human conversation that once happened before meetings, in hallways, over lunch, or while walking between offices. People don’t know each other all and lack the broader context in which our colleagues live and work. We don’t know what they’re struggling with, what excites them, what they care about, or even what is happening in their lives outside of work. As a result, work feels mechanical. Transactional. And, interestingly, the work struggles as a result. The strongest organizations are not merely collections of talented individuals. They are communities of people who know one another, care about one another, and understand the broader context in which the work happens. We all need to be more intentional about restoring that human connection. Pausing to ask a personal question before diving into the agenda. Taking an extra five minutes at the beginning of a meeting to check in with someone about how they are doing. Calling instead of emailing. Learning about someone’s family, aspirations, challenges, or interests. Letting people know they are valued not only for what they do, but for who they are. The future of work may be hybrid. But the future of leadership must remain deeply human.
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Melanie Berman liked thisMelanie Berman liked thisThis weekend at the Long Beach Pride Parade, I was reminded, both as a CPO and as a mom, how powerful it is to create a world where everyone feels seen and valued. As leaders, we talk often about inclusion. As parents, we feel it. We want our children to grow up in a world where they’re free to be who they are, fully and without question. I’m incredibly proud of our Pride Business Resource Group. Our employees showed up, representing our organization and, more importantly, each other. To our employees and members who lead with courage, allyship, and heart—you move us forward. And to my son—this is the future we’re building together. 🌈 #Pride #Inclusion #Belonging #Leadership #CHRO #LifeAtACE
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Melanie Berman liked thisMelanie Berman liked thisThere’s nothing quite like getting out of the office and spending time with clients and friends, and last week in Tulsa was a great reminder of just how awesome those moments can be. We had a great night hosting clients at ONEOK Field for Banana Ball, with the Texas Tailgaters taking on the Indianapolis Clowns. If you’ve never been, it’s hard to explain. It’s baseball, but not really. It’s fast, it’s unpredictable, and it doesn’t take itself too seriously. More than anything, it was just a fun night with good people. Easy conversations, a lot of laughs, and a chance to spend time together outside the usual setting. That’s time well spent in my book. Tulsa showed up, as it always does. ONEOK Field is a great place to host, and the energy in the ballpark made it an easy night to enjoy. To everyone who joined us, thank you. Cant wait to go bananas together again next year!
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Melanie Berman liked thisMelanie Berman liked thisJon Bon Jovi once said, “Map out your future, but do it in pencil.” I’ve always loved that quote (iykyk 😉) and even have it framed on my desk as a reminder that plans evolve, paths shift, and sometimes the best opportunities are the ones that bring you full circle. Which is why I am thrilled to share that I am rejoining Fossil Group, Inc. as Senior Director, Talent Acquisition!! Returning to Fossil feels especially meaningful because of the company’s strong culture, collaborative spirit, and continued focus on innovation and evolving the business for the future. I’m excited to be part of a team that values inclusion, creativity, and bold thinking while staying grounded in great people and strong partnerships. I’m incredibly grateful for the opportunity to reconnect with former colleagues, build new relationships, and help attract top talent to an organization and brand I truly believe in. #FossilGroup #GreaterTogether #TalentAcquisition #Recruiting #Boomerang #BackByPopularDemand #JBJ
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Melanie Berman liked thisMelanie Berman liked thisI'm looking forward to moderating this panel of natural gas experts at the upcoming Energy Summit, representing the entire supply chain in Virginia from production to burner tip. We will be discussing supply, transmission and distribution, opportunities, challenges and the critical role for natural gas in meeting the Commonwealth's growing demand for energy. The Virginia Manufacturers Association has assembled a timely and topical program that will address the numerous and complex energy issues under discussion in Richmond and around the Commonwealth. Hope to see you there! https://lnkd.in/e5fy7A2z
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Melanie Berman liked thisProud to be part of an organization where the mission shows up in the day-to-day experience of the people doing the work. 91% of SCAN employees say it’s a great place to work. 97% feel good about how we contribute to the community. Culture doesn’t happen by accident. It’s built by people who believe the work matters. Grateful to be one of them. 🙌 Great Place To Work, thank you for the recognition!Melanie Berman liked thisConsistent impact starts with how people experience the work. At SCAN, 91% of employees say it’s a great place to work — reflecting a mission‑driven organization focused on supporting seniors and the communities they serve. That experience shows up in the details: 97% feel good about how the company contributes to the community, reinforcing a culture grounded in purpose and care. When purpose and employee experience reinforce each other, the impact extends far beyond the workplace. See the full list of 100 Best Companies To Work For, produced by Great Place To Work: https://bit.ly/3Nz3Dip #100BestCos #GPTWCertified #GreatPlaceToWork
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Melanie Berman liked thisMelanie Berman liked thisWe are pleased to welcome Deborah A.P. Hersman as the new Chair of the ONE Gas Board of Directors. A ONE Gas board member since 2023, she succeeds longtime chair John W. Gibson, who retired from the board this month. Hersman is the former chair of the National Transportation Safety Board and former chief executive officer of the National Safety Council. Most recently, she served as the chief safety officer of Waymo, Google’s self-driving project and has joined the board of Lyft Inc. Her expertise in safety, technology and public policy helps guide ONE Gas toward fulfilling our mission to deliver affordable and reliable natural gas for a better tomorrow. Read more: https://oneg.as/3PSMQrC
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Tina Tozzi
Robert Half • 2K followers
As Gen Z prepares to take the lead, the way we identify and develop new leaders is shifting. This article from SHRM highlights a crucial point: preparing for this transition is not just about succession planning, but about aligning emerging talent with your organization's evolving cultural and strategic needs. With women making up nearly half the workforce, a truly inclusive leadership development approach has become more essential than ever. #Leadership #GenZ #SuccessionPlanning #FutureOfWork #DiversityAndInclusion #WorkplaceCulture https://lnkd.in/gdwtSA6V
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Jenny Hill, ACC, M.Ed
Sun Life • 12K followers
HR leaders who embrace "career quilts"—where employees build capability through diverse experiences rather than climbing traditional ladders—are creating more resilient organizations and retaining talent that competitors are losing: https://ow.ly/MxAa30sTZEH
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Monique D Jefferson, SPHR, SHRM-SCP
The Community Preservation… • 4K followers
After years of market uncertainty, companies have gotten more comfortable with ambiguity. Rather than waiting for the perfect conditions before acting, they're recalibrating how they grow, where they invest, and which leaders they rely on to deliver results. Amid these shifting priorities, HR leadership is increasingly central to business performance, as the ability to align talent strategy with operational priorities, manage workforce risk, and build teams that can adapt quickly has become a core competitive advantage. CHROs then must be comfortable in the boardroom, but capable of directly leading business strategy as well.
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Bob Gerst
HR Transition Associates • 7K followers
✨ Four job skills that can set you apart: Confidence. Curiosity. Communication. Empathy. How strong are you in each right now? I recommend you write down an example for each of these, so when you are in an interview, you can share your story. Walter Sabrin explains why they matter on "People in Transition". 📢 Listen to this episode to help you find your next great job more easily and quickly. Oh, and can I ask you, please, to share this with your connections, so many people need job search help. Thanks! https://lnkd.in/gcnCiHjt
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Greg Cline
inclineHR LLC • 7K followers
Leaders today face an unprecedented level of disruption and uncertainty. In Through the Fog, Dan Bozung shares insights from decades of leadership experience, helping leaders balance hope, truth, and action as they guide their organizations forward. Learn more about bringing this program to your organization at www.inclinehr.com.
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Eric Schweitzer
Challenger, Gray & Christmas,… • 9K followers
Tougher times for Job Searchers: Is the Labor Market described as “Low-Hire, Low-Fire” trending Worse? Last week had several troubling headlines: > Job Losses: Professional and Business Services Sector down by 57K Jobs in January from ADP employment report > Unemployment Benefit Claims: Initial claims in most recent reported week were 231K, a large increase from the previous week’s 209K and the market forecast for 212K > Job Openings: Declined to 6.5 million in December, down from 7.2 million in previous month and to the lowest levels since September 2020 during the pandemic, in report from the US Bureau of Labor Statistics > Hiring Announcements: In a report from Challenger, Gray & Christmas, Inc., employers announced hiring plans were the lowest January since Challenger began tracking hiring plans in 2009 This week, the delayed US Jobs report will be released on Wednesday. Report will provide update on employment, wages, and the unemployment rate. #economy #jobs #employment #humanresources #jobsearch #outplacement #layoffs
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Matt Durfee
2K followers
As Navigator Executive Advisors celebrates 20 years of providing global outplacement support to displaced employees across all levels and industries, we are proud to share this series of “Durfee’s Laws” — more than 70 practical job search lessons developed through decades of recruiting, executive advising, and career transition coaching. #outplacement #jobsearch #resumewriting #careertransition #interviewingskills
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James Wright, MSHRM
Episcopal Community Services,… • 686 followers
As a CHRO, I have learned that one of the most critical and often underestimated drivers of organizational success is the strength of the CHRO–CFO partnership. In every organization, people and money are the two largest levers of impact. When the leaders responsible for each are deeply aligned, we create a direct bridge between workforce strategy and financial outcomes. A connection that research consistently reinforces, including findings that underscore how CEO–CHRO–CFO alignment elevates performance and improves the return on workforce investments. Here are three reasons this partnership matters: People Strategy IS Business Strategy: Labor is not just a cost; it is a strategic asset. When HR brings predictive analytics, workforce planning, and culture insights to the table, and Finance brings financial modeling and risk intelligence, we build a shared view of how talent decisions shape the organization’s future. Clarity Drives Confidence: Employees thrive when strategy, resourcing, and expectations are aligned. A tight CHRO–CFO partnership ensures that compensation strategies, performance‑based increases, talent investments, and organizational design choices are financially grounded and transparently communicated. Skilled Leadership in Both Seats Is Non‑Negotiable: The CHRO and CFO roles demand leaders who not only excel in their craft but also understand the interdependence of people and financial outcomes. These positions require strategic acumen, systems thinking, and the ability to influence at the highest levels. When both roles are held by high‑caliber, forward‑thinking leaders, the organization benefits from harmony rather than friction, and performance becomes predictable rather than reactive. At the end of the day, the CHRO and CFO working in true partnership do not just run functions, they shape the organization’s future. And in a world where every smart investment begins and ends with people, that partnership is not just valuable… it is mission‑critical.
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Chris Pardo, GMS-T
Plus Relocation • 6K followers
A recent HR Executive piece uses a word worth dwelling on: optionality. “In this environment, agility is less about speed and more about optionality.” That’s a powerful reframe — and exactly what a mature mobility program delivers. It means that when an H-1B petition stalls, you already know whether a remote-in-country arrangement is viable, whether an employer of record structure is compliant, whether a satellite team model can preserve the talent relationship. You’ve modeled the scenarios. https://lnkd.in/gHNZYtrM
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J Kumar
Confidential • 13K followers
The Crucible of Leadership: Why Promoting Talent Isn’t a "Roll of the Dice" I’ve often sat in boardrooms where the "Promotion Paradox" plays out. On one side, we have the HR rigor—looking for every "tick in the box" before entrusting a leader with the keys to the culture. On the other, we hear the business logic: "How do we know if he’s ready until we actually promote him?" With all due respect to the urgency of business, that logic is a dangerous gamble. Sending an unproven leader into a high-stakes role just to "see if they survive" is like sending a soldier directly to the Line of Control (LOC) to evaluate if they can fight a war. By the time you get your answer, the damage—to people, performance, and culture—might already be done. Leadership isn't a "test-and-learn" experiment; it is a structured evolution.Drawing from the 70-20-10 framework and years of witnessing talent transitions, here is how we move from "guessing" to "growing" our future leaders: As the saying goes, "Chanakya didn't choose Chandragupta for what he was, but for what he could become." When hiring, don't just look at the current skill set. Look for the **Growth Mindset.** Are they curious about problems outside their JD? Do they ask about the mission? If you hire for the long haul, the promotion becomes a milestone, not a surprise. The "Larger Pot" Philosophy In botany, a plant’s roots only expand when it is moved to a larger pot. If you wait for someone to check 100% of the boxes, your best talent will find a larger pot elsewhere. We don’t need to send soldiers to the border to test them; we use **Stretch Assignments.** These are the "simulators" of the corporate world.70% of growth happens through these challenging, real-world experiences.Give them a project that pushes their boundaries while they have the safety net of their current role. Growing a leader doesn't happen automatically. It must be ingrained in the company’s DNA. When we choose an internal candidate, we are choosing a "known quantity"—someone who breathes our values. They might lack the "superstar" credentials of an outsider, but they possess the cultural lighthouse that guides teams through storms. The Bottom Line for my fellow HR Leaders:Our job isn't just to "fill slots." It’s to build a pipeline where the transition to leadership feels less like a leap of faith and more like the next natural step in a well-charted journey. Don't wait for "perfect." But don't settle for "luck." Build the process, trust the potential, and give your people the space to flourish. #HRLeadership #TalentManagement #LeadershipDevelopment #CHROInsights #SuccessionPlanning #GrowthMindset #ExecutiveCoaching
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Graham Thornton
Talivity • 7K followers
Really excited for tomorrow's session sharing what we've learned in our 2026 Talent Acquisition Trends survey. I'll be sharing what TA leaders told us actually worked in 2025, what they're quietly abandoning, and where their budgets are shifting for 2026. Just patterns from real conversations with people doing the work. If you're heading into planning season and want signal instead of noise, join me tomorrow. Link in comments (or below).
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Glen Cathey
Randstad • 74K followers
What does the future of work(force) planning look like? This white paper from Peter Töpler and his talented team, including input from the heads of strategic workforce planning at several companies, provides an excellent view. This is great work - please share with anyone you know that's responsible for or looking into strategic workforce planning. 🙏
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Jackie Kane Ottoson
Naughtin Group • 2K followers
How you support leaders through transition matters Not just for them But for your entire organization Executive departures are complex They impact culture, reputation, and what comes next The right outplacement support brings structure, clarity, and confidence to that moment It helps leaders move forward with purpose While protecting what they leave behind Because a thoughtful transition is not just an ending It is a reflection of your organization’s values 🔗 https://lnkd.in/g47QE6Qt
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Ken Somers
Somers HR Solutions LLC • 3K followers
This recent article from the SHRM Quarterly highlights the importance of going well beyond the resume in your hiring selection processes. It points out the usefullness (and importance) of cognitive and behavioral assessments in the hiring process. As a certified Predictive Index consultant, I can bring these tools to your organization. https://lnkd.in/e7QAKWYv
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Traci Schweikert
Shermen Bank International • 2K followers
Whether with high achievers or inconsistent performers, managing performance requires understanding an employee’s level of engagement and providing consistent, direct feedback. Thanks to the American City Business Journals #Bizwomen Newsletter for inviting me to share my experience managing inconsistent performers. The article also includes excellent performance management insights from Hillary Spreizer, Juliet Fox, Ann Houser,. At Talent Engagement Strategies, I partner with organizations to design sustainable systems and processes that not only address performance challenges but also strengthen engagement, accountability, and long-term success. DM me if you’d like to explore creating new performance programs for your organization.
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Gaëlle de la Fosse
LHH • 10K followers
The role of the CHRO has never been more complex or more critical. At the Gartner CHRO Inner Circle in New York this week, my colleague Catie Brand and I had the privilege of spending time with over 75 CHROs. The conversations were candid, and the patterns were hard to miss. Here’s some highlights that surfaced again and again: - AI’s real opportunity is long-term The focus should be on unlocking AI’s long-term potential. Coaching and recruitment stood out as the areas where AI can have the biggest impact, scaling access and insight, but only if it remains human-led and tech-enabled. - Change fatigue is hitting harder than ever LHH research shows 56% of leaders are burned out, and 75% want more support. I heard similar observations from the CHROs at this event: nonstop transformation is draining trust and energy. At LHH we see that the organizations that get change right prioritize investing in their leaders. They give them the development support to build the hard and human skills to manage change with confidence. And they create a coaching culture within the organization that makes it safe to talk honestly, learn quickly, and keep energy through disruption. - Reinvention is the new normal We spoke about how forces like AI, economic shifts, and demographics are reshaping careers, not just jobs. LHH research shows 58% of people in transition moved into completely new occupations in the last year. What we see making a big difference in talent management is companies adopting skills-based hiring, investing in upskilling on the job, and providing mobility or outplacement programs that help people spot transferable skills and step into new careers with confidence. The conversations at Gartner confirmed what our data shows daily: the future of work won’t be solved by one-off fixes. It will be built by CHROs who design systems that are adaptable by design and where talent strategies turn disruption into opportunity. A sincere thank you to the CHROs I met during this session. Your candor and insight were invaluable and a reminder of the depth of expertise driving this profession forward. #FutureOfWork #CHRO #Leadership #AI
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David James
360Learning • 37K followers
Imagine L&D so critical to a Fortune 10 company, its leader co-chairs meetings with the CEO. Martha Soehren made that a reality at Comcast. Most L&D leaders dream of truly influencing top-tier strategy. Martha Soehren, PhD, former Chief Talent Development Officer at Comcast, didn't just get a seat at that table; she co-chaired the Executive Learning Council alongside the CEO. This isn't merely about taking orders and delivering impactful learning; it's about redefining L&D's strategic importance and embedding it directly into the highest levels of business decision-making. In the latest episode of The Learning & Development Podcast presented by 360Learning, Martha unveils the audacious steps she took to transform a fragmented learning operation (with 79 different reporting relationships!) into a centralised powerhouse. Her story is a masterclass in governance, influence and proving value that delivered millions of dollars in documented ROI. Dive into this episode to discover how Martha: - Orchestrated a massive L&D centralisation by building a robust business case, using external benchmarks and compelling storytelling; - Secured consistent executive buy-in by mastering "over-communication" and proactive alignment, ensuring L&D was always positioned for success; - Navigated complex organisational politics and turned tough feedback into significant wins; - Connected learning outcomes directly to business success, saving millions and elevating L&D's credibility across the organisation. If you're an L&D leader ready to elevate your function from order-taker to strategic partner and genuinely influence your organisation's trajectory, you need to hear Martha's story. This is how you truly control the L&D narrative. Listen to the full episode via the link in the comments…
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Stacy S. Hodge
HelloFresh • 6K followers
Investing in yourself and in your talent's development is key to long term success. As Amy Wang, PMP, SHRM-SCP points out - "Shared Services sits at the intersection of people, process, technology, data, and service design" - investing in your AI knowledge, skills & abilities is critical NOW for talent as the demand for skilled workers with critical thinking AND AI Mastery continues to mount. Invest in AI learning, skill development and stretch assignments that allow for shared transferable skills for the front line. #sson #learnAI #investinyourself #careers
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