Meet Natasia
Natasia Nolan-Hodge is a distinguished Human Capital Strategist with over 26 years of professional experience, including 18 years dedicated to Human Resources. She excels in enhancing business operations and advancing strategic initiatives through the development and execution of innovative programs. Her expertise lies in bridging human capital gaps, elevating employee engagement, and fostering robust employee development to drive organizational success. Her areas of specialty include:
- Talent Development/Management
- Human Capital Strategy/Management
- Leadership Development, Coaching, Mentoring
- Learning and Development
- Organizational Effectiveness and Change Management
- Program Management
Resume
- Talent Management Lead/Senior Program Advisor, Longevity Consulting 1/2020 - Present
- Learning and Development Manager, Deloitte 10/2015 - 1/2020
- Organization and Classification Specialist, United States Postal Service 3/2013 - 9/2015
- Human Capital Consultant, Strategic Resolution Experts 9/2012 - 2/2013
- Senior Consultant, NTT Data Federal Systems 11/2011 - 9/2012
- Consultant, RGS Associates Inc 4/2009 - 11/2011
- HR Administrator, Truestone Communications 5/2006 - 4/2009
*Email at NatasiaHodge@gmail for full resume
projects
Talent Development Model
Led a team in the creation of a talent development model to support growth on project team. Developed job descriptions, competency models, and career paths for each role. Identified behaviors, on the job activities, and trainings to help team members gain proficiencies in their role and to begin identifying skills needed at the next level. As a result, team members are leveraging the guide to help with year end activities as well as managers using to assess employee proficiencies.
Human Capital Service Line Offerings
Led a team in the development of Human Capital (HC) Offerings, a framework to provide HC services to clients. Categorized HC offerings into five pillars with sub-offerings in order to meet client needs. Leveraged Talent Development framework to build out internal capabilities as well as expand HC service line offerings. Developed an action plan to include partnering with Human Resources, Communications, and Marketing to perform research, communications, and go-to market strategy. As a result, the framework has provided leadership with a platform to launch into the HC space.
Talent Management Framework
Led a team in the development of Longevity talent management framework (areas include Talent Acquisition, Talent Development, Leadership Development, Performance Management, Succession Planning, and Recognition Program). The framework is designed to serve a dual purpose, not only to develop talent internally to Longevity, but also as an offering to our clients as part of the Human Capital Offerings. As a result of this framework, Longevity is able to capitalize on its greatest asset, its people, and establish a competitive advantage in their industries.
Governance Model
Led the development of a governance model that established a system, structure, and processes for decision making, accountability, control, and behavior for the client organization. The Governance model provided the foundation for other internal processes which became additional projects, such as Intake, Enterprise Solution Footprint, and Standard Operating Procedures (SOPs). As a result, this model provided the client with a structure and foundation for managing internal work and establishing policies and procedures for transparency within the organization.
Value to Your Business
- Creative: Looks for innovative ways to solve problems
- Principled: Acts with integrity; treats others with respect
- Passionate: Passionate about talent development and building systems in which organizations and employees can thrive
- Resourceful: Thinks outside the box to solve problems
- Insightful: Actively listens and pays attention to what is not said to respond appropriately
- Relationship Builder: Enjoys authentic connects and networking to explore synergies