Feb 2023 – Present · 3 yrs 2 mos

• Help other leaders navigate through what I’m calling the SHIFT, the transition from one leadership position into another.

Apr 2021 – Apr 2023 · 2 yrs

• Developed and implemented a human centric-culture with Fortune 500 healthcare organization.
• HR Executive supported a SVP for one of 9 DaVita Operating Groups.
• Southeastern Operating Group - $1B business, 4k Teammates, 400 frontline leaders, 35 +Directors and 7 Vice Presidents in 8 states (Southern OH, AL, TN, GA, IN, KY, MS, AR) and 20,000 patients.
• Partnered with centers of excellence to ensure consistent policy application, program implementation and leader education across field operations teams including compensation planning, benefits administration, leaves of absence, unemployment and teammate safety.
• Talent partner: leading Talent Management (calibration, gap analysis, leader development + succession
• planning) process for leaders to create and sustain high performing teams and a “Top Talent” culture.
• Led team of five People Services Managers, coordinator and talent specialists to drive talent development, engagement and retention strategies for over 300 dialysis clinics in Southeast region.
• Served on nationwide Diversity & Inclusion council by providing recommendations on key business and people initiatives.
• Helped deploy and monitor and progress of 2022 reorg that impacted 4k teammates.

Mar 2021 – Apr 2021 · 1 mo

• Talent partner for 7 DaVita Operating Groups in the Southeastern Region; led Talent Management (calibration, gap analysis, leader development and succession planning) process for leaders to create and sustain high performing teams and a “Top Talent” culture.
• As a PS partner I supported 2 of 7 DaVita Operating Groups in the Southeastern Region, 500+ Teammates, 100+ frontline leaders, 10+Directors and 2 Vice Presidents in 7 states.

Nov 2017 – Mar 2021 · 3 yrs 4 mos

• PS partner supported 2 of 7 DaVita Operating Groups in the Southeastern Region, Biomed and Clinical Teams for all of Trailblazer, 500+ Teammates, 100+ frontline leaders, 10+Directors and 3 Vice Presidents in 7 states (AR, GA, IN, KY, MS, OH, and TN)

Nov 2016 – Nov 2017 · 1 yr

• Developed and implemented a differential learning program for new-in-role, front line managers called THRIVE for Fortune 500 healthcare organization. Led a team of 12 registered nurses through a 5-month training program that was rolled out company wide the following year to population of 30k employees.

Aug 2016 – Present · 9 yrs 8 mos · Palm Beach County, Florida, United States · Hybrid

• ★ LISA RIGOLI • Leadership Coach & HR Consultant • Trainer ★
• WHO I AM:
• · 15+ year HR Leader with extensive experience in retail and healthcare environments, including HR roles at Target and DaVita.
• · Expert in managing transitions during layoffs or restructuring, ensuring critical information and tasks are prioritized.
• · Specialize in resolving trust issues and communication breakdowns among senior leadership during transitions.
• · Empower HR teams to overcome overload and conflicting priorities, enabling them to function as strategic partners.
• · Transform leadership development to address skill deficits and performance gaps effectively.
• Spearhead strategic discussions and execute growth initiatives to ensure continuous progress and success.
• ➜ Leadership Coaching & Consulting Services
• · Collaborate closely with the Human Resources | Learning & Development team | Executive Leadership as a consultative partner.
• · Tailor | Craft | Implement Leadership and Team programs that reflect Organizational Values.
• · Initiate and Oversee Employee and Leadership development initiatives, both in-person and virtually.
• · Create and Implement Train the Trainer programs for Facilitators and Consultants.
• · Improve Psychological Safety during leadership & organizational changes while improving Communication and Relationships.
• · Develop Curriculum Materials catering to Facilitators, Participants, Corporate Partners, and Universities
• ➜ Talent Development Coach and Consultant
• · Identify Skill gaps through Assessments | Interviews | Surveys
• · Development of Curriculum for all levels of the organization
• · Facilitates Learning | Engagement | Measurement & Change
• · Builds Effective Leadership Transition Strategies
• · Develop Awareness of Emotional and Social Intelligence
• ★ BEST IN CLASS TRAINING PROGRAMS ★
• · Best Practices for Leader Conversations
• · Leadership Mindset
• · Transformational Team Leadership
• To Inquire more info, Please contact Lisa (770) 870.0889 or Info@EocLeadership.com

Mar 2014 – Nov 2016 · 2 yrs 8 mos · Denver Metropolitan Area

• As a Regional Human Resource Manager, I coached and supported 1 Regional Vice President, 8 Store Leaders over 3 states: Colorado, Utah, and Oklahoma.
• I focused on developing human centric-culture to help deliver unrivaled customer experience, drive efficient execution, while deploying (3) new stores.
• Specifically:
• Onboarding action plan objective(s) that included successful execution of building a bench of Managers for the Region. 2015, Grand Opened 2 Stores in Colorado, and met staffing targets for all exempt employees.
• Ensured consistent execution of the Associate Engagement Program within all stores. 2014-2015 improved engagement in 2 Associate Focus Stores by 8%.
• Visited stores strategically to drive engagement, and retention through coaching, and training exempt employees on HR processes. 2015-2016, Coached Managers on how to create a culture around talent review discussion (i.e. growth play, backfill plan etc.) of front-line managers
• Developed, Coached, and Mentored Managers for future growth opportunities.

Jan 2010 – Mar 2014 · 4 yrs 2 mos

• As a Human Resource Business Partner I supported 23 Stores on the Eastside of Atlanta. I had the following responsibilities: talent management through intentional placement and strategic destination/succession planning, develop and mentor high potential business leaders for future growth opportunities, drive best in class results in all HR metrics such as meal and term compliance, schedule and attendance effectiveness and ensure all 23 stores are profitable.
• I executed these responsibilities through visiting stores strategically to drive engagement and retention, coach, and train exempt employees.
• From April 2011 to October 2011 supported 4 Districts in the Atlanta market (47 Target Stores)
• Each Year I was able to promote a minimum of 4 exempt leaders to the next level within each District
• During the 2012 fiscal year, I helped with training and succession planning for 8 PFresh (Food Expansion) remodel stores in the Atlanta Market
• Mentored for 10 Exempt employees in the Atlanta, GA and TN markets
• Reduced new-in-role turnover by more than 50% for 2012
• Continued to improve ER resolution and mitigate legal risk, achieving region’s highest reduction in ER concerns
• Fall of 2011 promoted to Senior Human Resources Business Partner**

Jan 2007 – Jan 2010 · 3 yrs

• Led HR generalist function for a $30M to $38M Target store in Delray Beach Florida. I held the following responsibilities: staffing, development, training, scheduling, and employee relations for approximately 200 hourly team members. Collaborated with Store Leadership to create teams that people wanted to join and stay on. Supported sister stores in district market (8 stores) with escalated talent and culture concerns.
• Served as ETL-HR (Executive Team Leader) district resource for 8 Stores in driving, talent, culture, and HR operations among all 8 HRs. Each store comprising of approximately 125 employees, 10 supervisors, and 5 managers, and a Store Manager.
• Trained more than 5 new-in-role ETL-HRs
• Staffed all key hourly positions successfully during key holiday transitions (Back to School/College, 4th Quarter Holiday season etc.)
• Helped in training and planning for Pfresh (food expansion) remodel within my store and 8 per stores
• Minimized legal risk by handling team member concerns effectively
• Mentored for 3 Team Leaders that were promoted to Executive Team Leader
• Increased intent to stay and engagement by 12% (annual engagement survey)
• Promoted to Human Resource Business Partner for Atlanta, GA**

Jan 2006 – Jan 2007 · 1 yr

• As an ETL-Intern over HR, I held the following responsibilities: Staffing and Development, Reduce Turnover at the hourly level, and HR key metrics such as meal compliance, and schedule effectiveness.
• Created a turnover strategy for T642 and the District during my 10 week internship Program
• Promoted to advanced intern**
• Promoted to ETL-HR**