Robbie Glantz has more than 20 years combined as a consultant in human resources, career transition services, and business ethics. Robbie's background in human resource planning and administration, both in government and private industry, her background in sociology, and her keen understanding of individual behavior, group dynamics, and human resource management enable her to quickly grasp the human and practical side of situations. A well respected and highly rated trainer, facilitator, and team builder, Robbie's theatrical background brings alive her presentations and workshops.

Robbie works with clients whose needs are as diverse as restructuring, process improvement, building consensus, developing strategic plans, conflict management, employee relations, recruitment and retention, performance management, mediation, compliance matters, group facilitation, team building, career development, and policy and procedures development.

Robbie's clients have included Hewlett Packard, Air Methods, Ochampus, U.S. Fish and Wildlife Services, Kaiser Permanente, United Services Airlines Corp., Arizona Prosecuting Attorney's Advisory Council, Aircoa Hospitality Industries, Flightsafety Services Corporation, Denver Public Schools, National Renewable Energy Laboratories, Bureau of Reclamation, Colorado State District Attorney Council, National Park Service, Pharmatech Inc., Public Service Company of Colorado, Current Inc., Office of Substance Abuse Prevention, and the U.S. Geological Survey.

Sample Projects

Management Team Development; Performance Mangagement. For two years, Robbie was retained as the consultant for Pharmatech, Inc., a regional clinical research organization, and worked closely with the company's President and Director of Projects. During the business start-up phase, she managed recruiting and was a key partner in developing a highly effective management team. Her ongoing work included facilitating top management in the development of a vision statement and strategic plan, developing sound personnel policies and procedures, performance management counseling, and presentation of communication and conflict management training.
According to the Director of Projects, the outcome of Robbie's consulting work was a significant contribution to the company's 400% expansion of staff, multi-million dollar increase in revenues, and growth to a nationwide business.

Restructuring of a Human Resource Department. Ms. Glantz was retained by an aviation-related corporation to restructure the Human Resource Department with a goal of improving internal customer service to its 3600 employees. The process included 1:1 interviews with Program Directors and Human Resources staff, job analysis, review of HR functions and processes, and assessment of overall communication strategies to branch sites.
Outcomes included successful implementation of a restructured Human Resource Department with ongoing process improvements, higher levels of HR team program recommendations for recruitment and retention, and improved customer service. Other improvements included: faster turn around time for inquiries and actions, continuous coverage during business hours, establishment of a help desk so customers could reach a "live body," and cross job training to provide continuity of service and job enrichment for incumbents.

Community Building. Robbie was a facilitator for a Collaborative Decision Making Team in a Colorado County when an incident involving a high-level school official ignited community tensions and polarized teachers, students, parents, and the community in general. Robbie conducted a series of fact gathering meetings and, in conjunction with school officials, developed a strategy that provided all parties with accurate and complete information. Following Phase I, she facilitated a community meeting and was able to provide an opportunity for 200 "charged" people to air their discontent in an environment that promoted positive disagreement rather than intolerance for diversity.
A model/protocol for handling community conflicts with an emphasis on respectful communication was established as a result of Robbie's interventions.

Change Management. Ms. Glantz worked with the Deputy Regional Director of Region 6 of the Fish and Wildlife Service to meet congressionally mandated implementation of a new ecosystem management approach. Region 6 was enduring budget cuts and mandates to reduce staff. Robbie collaborated with top management to strategize a change initiative, including the formation of a Regional Facilitation Team (RFT) and its mission to provide leadership, support, and guidance to newly formed Ecosystem Teams. Robbie assisted in the development and implementation of team training throughout Region 6, which included the development of a work plan describing specific action items and time frames for ecosystem implementation.
The outcome of this project was timely implementation of the congressional mandates with a communication and change management plan to ease the transition, and maximize buy-in and participation from field personnel.