ANGEL LUDWIG

PROFESSIONAL HISTORY

My Experience

Experts don't evolve overnight. 

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GAIT

September 2019 - Current

• Provide people and culture strategies, analysis, advocacy, mediation and resolution, coaching, support, full-cycle human capital management, and performance evaluations.

• Develops tool kits for user-friendly integration of system (policy, procedure) and culture change. evaluation.

• M&A Change Management Expertise 

• Produces value-informed advancements, routinely assessing gaps, risks, and changing needs.

• Specializes in International Team Co-action models; 1:1 and group coaching models. Advanced results in Change Management life cycles.

• Training system design/refresh to affirm company strengths and culture for high performance.

• Hosts International Executive Retreats

ORGANIZATION DESIGN AND LEADERSHIP CONSULTANT

2000  - 2019

• Primary focus: maximized effective organizations and developing teams of excellence.

• Long and short-term highly involved client-centered projects in all OD areas: strategic planning, HR Department Leadership and evolution, multi-level in-depth succession planning, leadership team development, comprehensive facilitation, organizational health strategies, culture-based hiring initiatives, full-change management processes.

• Long-term projects include full-time single client projects, internal leadership roles. Internal titles: Organizational Development Director, COO, CSO, CPO. Imbedded Employee timeframe ranged from 6 to 24 months.

•  Created and executed comprehensive organizational assessments to determine overall health and determine design needs. Full- process responsive plan development and execution. Data driven processes.

• Provided people, culture, and operational guidance to executive teams which included full enterprise organizational design and restructure.

• Led full cycle people and culture development/improvement strategies, including increased compliance integration.

• Performed HR audits, expansion, and reforms. Updated recruitment, performance, and retention plans. Developed competency models for increased human capital development and performance.

• Expert in change management process, specifically system and cultural integration.

• Ensure employees participated and were engaged in all layers of change process, including focus groups, advocacy, data analysis.

• Managed large budgets and increased business profitability

• Creation of training and development curriculum as well as leadership training modules with a focus on proactive management, corporate organization, effective team building, culture definition and reform. Including workplace safety, de-escalation and crisis management techniques.

POLICE OFFICER

2005 -2007