djiacomin@apttalentpartners.com
When collaborating with her clients to develop Total Rewards Strategies and programs that maximize her clients’ resources, Danielle brings an effective blend of creativity and analytical skills.
Danielle has over 12 years of experience in the analysis, design and implementation of innovative performance and productivity-enhancement programs. Most recently as Manager, Compensation in Accenture’s outsourcing business, she developed incentive programs focused on achieving business results. While at Accenture, Danielle also helped to design and implement the Global Reward and Recognition program, which led to increased employee engagement. Additionally, Danielle contributed to numerous HR M&A Due Diligence projects.
Prior to Accenture, Danielle worked as a Compensation and Benefits Consultant at Deloitte & Touche and before that at Mercer. Her projects with private and public organizations emphasized compensation program design and analysis, though she has consulted with companies on compensation projects as diverse as executive compensation, board of director compensation, annual and long-term incentive plan design, employment agreement design and change in control analysis.
Danielle is regarded for her thorough compensation knowledge and for her agility with analysis. She is not only an adept subject matter expert, but handy with a spreadsheet! A graduate of Northwestern University, where she majored in Organizational Behavior, Danielle and her family reside in Houston, Texas. Having such an extensive understanding of compensation and rewards programs and the invaluable ability to develop innovative projects make Danielle a great asset to the Apt team.
Human Capital Strategy
Momentum for Business - Vision, Principles, Org Design & Operations Alignment
Example: Define paymaster position for "Niche Skills Co." while cutting training expense and campus hiring.
Example: Design and implement human resource organization and align processes to company values.
Example: Define organization best suited to achieve strategy; provide role & responsibilities; rationalize designations and define HR strategies to drive growth of the company.
Change Management
Momentum for Talent - Initiatives & Tools for Transformation
Example: Enable "Cost Cutting Co." employee re-skill for call center outsourcing.
Example: Lead talent systems process design and implementation change program.
Example: Design employee communications to support business transition; design and implement play-books for merger/acquisition.
Example: Conduct audit and recommend changes in people practices to realize cost benefits or increase employee engagement.
Transformation & Advisory
Seasoned Insight - Point-In-Time Situational Expertise
Example: Provide new CXO communication and strategy support to transition former peer group.
Example: Build transition and communication tools for large scale corporate acquisition.
Example: Enable new CXO role transition success via end-end guidance: role-holder communication, defining success parameters, implementation of personal brand.
Talent Management
Targeted Business Solutions - Expert Program Strategy & Design
Example: Develop and implement new performance management process for "Team Based Growing Co."
Example: Design and implement performance based pay program for "Service Delivery Co."
Example: Competency Identification and definitions, training systems, HR policy definitions
Leadership Development
Securing the Future - Programs and Processes to Cultivate Global Leaders
Example: Define and develop company specific development continuum for "Grow from Within Co."
Example: Design and deliver leadership assessment centers for "Marketplace Leader Co."
Custom Projects
Securing Expertise-Coaching, Analysis, Program Management, Transition Support, Compensation, Recruiting Solutions
Example: Interim CPO for "Transition Co."
Example: Coaching program design and management for "World Class Co."
|
