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Eric Pashia

Blue Shapes

Learning & Leadership Development:
Recent Work

L&D Strategy

To promote the development culture we envisioned, I worked extensively with my team in developing our NORTAM L&D Strategy, supported by six (6) key pillars:

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  • Developing leadership competencies at all levels within the organization (frontline, middle management, upper management)

  • Developing stronger teams to promote trust, flexibility, and empowerment between members

  • Harnessing the power of leadership and work-style assessments to support all L&D programs

  • Developing a comprehensive, standardized overhaul of onboarding processes based on internal feedback and best-practices

  • Creating communities of practice to encourage social learning, mentoring, and authentic relationship building

  • Partnering with products and functions to find and create custom-tailored solutions through blended approaches

Leadership Development

To advance leadership competencies within the organization and promote strategic alignment towards global initiatives, my team mapped a development strategy to reach all levels of leaders - from entry-level, frontline supervisors all the way to the executive board.

 

Programs were custom-tailored to leadership profile to ensure maximum success and blend seamlessly with globally offered programs running concurrent to ours.

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  • Upskill! Development - a digital learning program that focused on building soft skill competencies for aspiring leaders

  • Manager Basic Training - required for all levels of leadership, focused on general processes and tools for leading any team

  • Foundations of Leadership - a blended learning program for frontline supervisors to gain confidence in providing feedback, engaging their team, and managing workplace resources.

  • Leadership Immersion Training (LIT) - an in-person classroom experience for established leaders with advanced strategies concerning personal leadership styles (DiSC, Pi assessments), team dynamics, time management, and accountability.

Onboarding Program Development

In an effort to advance our Employer of Choice key pillar and reduce first-month turnover within our entry-level staff, I led the development, implementation, and management of NORTAM's first standardized Onboarding Program for 188 sites across US, Canada, and Mexico.

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After extensive gap and needs analysis, my team tackled all aspects of Onboarding in a systematic effort:

  • Revamped pre-hire processes to meet updated organizational demands and ensure new hires have proper tools and access day one

  • Built standardized Orientation processes, presentation decks, new-hire checklists, onboarding workbooks, printable materials, and facilitator's guides

  • Partnered with QHSE in development of extensive training matrix

  • Launched an all-new Talent SharePoint (see below) to centralize communication, resources, and processes

  • Worked with HRBPs to appoint and train over 300 Orientation facilitators, hosting dozens of train-the-trainer sessions, Q&As, and townhalls

  • Garnered support from C-Suite leaders in holding Onboarding performance accountability top-down

  • Built and leveraged an Onboarding Dashboard through Qliksense to equip leadership and HR in monitoring site performance trends

  • Continue to conduct quarterly and yearly program reviews for updates and iterative improvements

The HUB: Talent Sharepoint

To combat information siloing and promote successful projects within HR and Talent, I partnered with all Talent functions to build and launch The HUB SharePoint to offer:

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  • A Learning Center housing all digital learning, ensuring access to development even during LMS downtime (LMS migrations, provider outages, etc...)

  • An Onboarding Center and Site Resources section for HR, site facilitators, and site supervisors with every resource necessary to provide a best-in-class onboarding experience to every new hire

  • A Leadership Programs section bringing all regional and global leadership programs together under one roof for efficient comparison and registration

  • A Talent Management Center, filled with performance management resources to help standardize goal setting, mid-year review, and end of year review practices.  

  • A Recruiting Center to support hiring managers with interviewing, hiring processes, staffing models, and more. 

LMS Management / Migration / Implementation

Beyond the daily managing of all LMS and TMS systems in North America, I led the regional migration efforts spearheaded by our global team into multiple new systems, operating as a key regional SME:

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  • Managed all users, courses, curriculum, and learning activities within SAP Success Factors for North America (2022)

  • Led regional migration and deployment efforts from SAP into Wiley's Cross Knowledge LMS in 2023

  • Led regional migration and deployment efforts into Docebo LMS and Training Orchestra TMS in 2024

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