Rondi Frey

I am a Senior Talent and Organizational Development Professional specializing in leadership development and employee engagement. With over 20 years of experience, I combine myknowledge and corporate leadership experience to help my clients maximize their potential.

I am currently Director of Leadership and Organizational Development for Norwalk Hospital, and am accountable for implementing all aspects of the “Workplace of Choice” strategic plan. I directs the Employee Engagement survey, the performance management process, all leadership and professional development initiatives, 360 assessments, succession planning, teambuilding, and the internal coaching practice.

My background includes leading Learning and Organizational Development efforts at American Express Travel Related Services Company, Mercedes Benz Credit Corporation, UNUM/Provident, Peoples Bank and Oxford/UnitedHealthcare. Throughout my career,I have been dedicated to building human capital. While at People’s Bank, I was instrumental in the development of People’s Leadership Competency Model, as well as the direction of their leadership and professional development strategy.

My educational background includes a Bachelor of Science Degree in Communications from Syracuse University. I have completed several professional studies in the area of organizational development, and have been an adjunct faculty member at Sacred Heart University and Fairfield University in Connecticut. I am an active member in several Associations, where I have been a guest lecturer on a variety of topics. In 2007, I won the Society of Human Resource Managements “Person of The Year” award for her work in the Learning and Organizational Development field. What a great feeling that was!

Some of my accomplishments include:

 Implementing the employee engagement survey and measurement process, and facilitating organizational wide action planning.
 Refocusing the performance management process through a structured approach to goal setting, and the implementation of a new online web-based system.
 Standardizing the assessment center process and the approach to succession planning, implementing a competency-based talent management process, and establishing a vibrant internal coaching practice.
 Establishing a University brand and infrastructure dedicated to developing comprehensive curriculum focused on building leadership and professional effectivene