People Development
Dr. Kelly develops people by creating clear expectations, practical tools, and opportunities for employees and leaders to grow through change. Her approach combines coaching, structured training, performance management, and succession planning to strengthen both individual capability and organizational performance.
Across healthcare, human resources, and nonprofit leadership, she has designed leadership development programs, rebuilt teams, strengthened accountability, and helped employees connect their daily work to broader organizational goals. Her focus is not simply on delivering training, but on building confident leaders who can navigate complexity, lead change, and sustain results.
Talent Planning
Date: September 2020
Organization: Kaiser Permanente
Role: National HR Transformation Leader
Leadership Focus:
People Development | Organizational Restructuring | Role Clarity | Competency Development | Succession Planning
What It Demonstrates:
This sample demonstrates Dr. Kelly’s ability to create structured people-development tools during a period of significant organizational restructuring. As Kaiser Permanente’s National HR Transformation Leader, she led the completion of national HR function role profiles designed to clarify responsibilities, expectations, and alignment across the organization’s HR structure.
The role profiles informed the broader work of job-family alignment and organizational change. They were later translated into more detailed competency frameworks organized by job level. These competencies provided a consistent foundation for evaluating performance, identifying development needs, and assessing employee readiness for future leadership opportunities.
The accompanying work samples include the national HR function role profiles and the detailed competency framework developed by job level.
Key Strengths Highlighted:
Role and responsibility clarification
Competency framework development
Job-family alignment
Performance management
Employee development assessment
Succession planning
Organizational change support
Relevance:
This sample shows Dr. Kelly’s ability to connect organizational structure with employee development and leadership continuity. It is especially relevant for a role requiring clear accountability, stronger performance systems, intentional talent development, and a sustainable succession-planning strategy.
Strength’s- Based Coaching
Date: March 2024
Organization: The Ryley Group
Role: Strengths Coach and Facilitator
Leadership Focus:
Strengths-Based Development | Coaching | Relationship Building | Facilitation | Team Effectiveness
What It Demonstrates:
This sample demonstrates Dr. Kelly’s ability to design and facilitate strengths-based development experiences that help people better understand themselves and improve how they work with others. She developed a customized workbook and facilitated a volunteer coaching event for married couples in the community at no cost to participants.
The event helped participants identify their individual strengths, understand how those strengths influence communication and decision-making, and recognize how different strengths can complement or create tension within a partnership. Although this particular event focused on marriages, she has developed and implemented these tools and resources for professional teams, leadership groups, business partners, and workplace relationships.
The accompanying work sample is the participant workbook developed for the marriage event.
Key Strengths Highlighted:
Strengths-based coaching
Curriculum and workbook development
Facilitation
Relationship development
Communication improvement
Conflict awareness
Team and partnership effectiveness
Relevance:
This sample shows Dr. Kelly’s ability to develop people by helping them understand their strengths, improve collaboration, and build healthier working relationships. It is especially relevant for a role requiring team alignment, leadership coaching, conflict navigation, and the development of a strong, collaborative organizational culture.