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Chloe Andersen

Sr. Program Manager - Leadership & Talent Development @ Amazon

Amazon - Leadership & Talent Development

Sumner, Washington

Ranked #264 out of 5,274 for Sr. Program Manager - Leadership & Talent Development in Washington

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Chloe Andersen's Email Addresses & Phone Numbers

Chloe Andersen's Work Experience


Sr. Program Manager - Leadership & Talent Development

Seattle, Washington


Career Ambassador HR Manager

January 2017 to July 2018

Seattle, Washington


Learning and Development Manager

Seattle, Washington

Chloe Andersen's Education

Brigham Young University

MBA, Organizational Behavior/Human Resources

2008 to 2010

Brigham Young University

B.S., Geography - Travel and Tourism

1995 to 2001

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About Chloe Andersen's Current Company


Frequently Asked Questions about Chloe Andersen

What company does Chloe Andersen work for?

Chloe Andersen works for Amazon

What is Chloe Andersen's role at Amazon?

Chloe Andersen is Sr. Program Manager - Leadership & Talent Development

What is Chloe Andersen's personal email address?

Chloe Andersen's personal email address is c****[email protected]

What is Chloe Andersen's business email address?

Chloe Andersen's business email addresses are not available

What is Chloe Andersen's Phone Number?

Chloe Andersen's phone (206) ***-*572

What industry does Chloe Andersen work in?

Chloe Andersen works in the Internet industry.

Who are Chloe Andersen's colleagues?

Chloe Andersen's colleagues are Ruchi Siddhu, David Christiansen, Devon O'Rourke, Jose Aguayo, Nitin Arora, Matthew Denali, Adrian McLeod, Whitney Johnson, Aditya Namjoshi, and Josh Sturm

About Chloe Andersen

đź“– Summary

Sr. Program Manager - Leadership & Talent Development @ Amazon Seattle, WashingtonCareer Ambassador HR Manager @ Amazon From January 2017 to July 2018 (1 year 7 months) Seattle, WashingtonLearning and Development Manager @ Amazon Seattle, WashingtonSVP Human Resources @ Citi • Regional responsibility for Research and Global Investor Sales including people strategy, talent management, recruiting, performance management, compensation, ethics investigations, labor relations• Creation and implementation of gender diversity strategy for all of Capital Markets (2,000+ employees) for APAC• Certified facilitator for Citi’s proprietary Leadership Development suite and multiple professional development courses From October 2015 to December 2016 (1 year 3 months) Hong KongVice President, Human Resources @ Citi • Direct HR coverage for 500+ employees; HR oversight for all Japan O&T across all legal entities; global and regional remit• Created O&T HR team strategy, focusing on business in lieu of legal entity, aligning assessment standards, compensation structure; increasing mobility, exposure, talent development• Reengineered various HR processes focusing on harmonization and automation; 30% decrease in administrative work• Managed restructuring of multiple businesses focusing on low-cost location strategy, right-shoring, and reengineering of work; negotiated multiple termination agreements and changes in employment terms• Coached participants in multiple high potential development programs and on ad-hoc basis as requested by senior leaders• Designed, led, and facilitated multiple leadership and professional development programs and courses From January 2014 to September 2015 (1 year 9 months) Assistant Vice President, HR Generalist @ Citi Lead HR Generalist supporting 800+ full-time and contract for Citigroup Services Japan.• Partner with business to meet both strategic and P&L goals through effective people management and all typical HR Generalist practices and processes• Coordinate HR activities for all of Operations and Technology across five of Citi's legal entities in Japan• Work with HR partners in country, region, and globally to ensure consistent HR practices and improve processes whenever possible From February 2013 to December 2013 (11 months) Within 23 wards, Tokyo, JapanHR Management Associate @ Citi HR Generalist - Citigroup Global Markets Japan (CGMJ) (Tokyo, 7/12 - Present) • Partnered with business to meet revenue and strategic goals through effective people management, including goal setting, coaching, corrective action, performance appraisal, promotions, compensation planning, employee relations, mobility, talent management processes, and effective navigation of Japan's legislative environmentTalent Management and Executive Coaching – Corporate Center (New York City, 8/11 - 7/12) • Managed internal and external executive coaching practices including coach selection, onboarding, coach/client matching, and overall effectiveness• Supported executive assessment process including list and data management, vendor relations, and internal communications• Led acquisition of new software to support coaching practice including vendor selection, system customization, administration, and launchHR Generalist – Global Transaction Services (New York City, 7/10 - 8/11) • Partnered with business in goal setting, coaching, corrective action, performance appraisal, promotions, compensation,employee relations, mobility, and talent management processes for 1,500+ employees• Created and launched global HR education series for entire GTS business (front and back office)• Partnered with GTS recruiting team and senior HR generalists to create and launch GTS Talent Acquisition Strategy• Led Affirmative Action planning and Voice of the Employee efforts for GTS North America• Supported creation of new business, Global Enterprise Payments, through structuring and staffing solutions and strategies From July 2010 to February 2013 (2 years 8 months) New York, NY and Tokyo, JapanMBA Class of 2010 @ Brigham Young University • MBA Student Association Executive VP – Student LifeTeam Lead and Relationship Manager – Student Athlete Academic Project 9.09 – 1.10• Led team of six MBA and MPA students in segmenting and mapping academic process for all student athletes• Created process map designating process and sub-process owners, increasing accountability for results• Reallocated resources enabling focus on “at-risk” athletes in order to ensure academic success for all segments From September 2008 to July 2010 (1 year 11 months) Team Lead and Relationship Manager - Student Athlete Academic Center @ Brigham Young University • Co-led team of six MBA and MPA students in segmenting and mapping academic process for all student athletes • Created process map designating process and sub-process owners, increasing accountability for results• Reallocated resources enabling focus on “at-risk” athletes in order to ensure academic success for all segments From September 2009 to January 2010 (5 months) Human Resources Summer Associate @ Citigroup HR Reengineering TeamMapped current HR processes, including corrective action, performance management, and executive assimilationStreamlined corrective action process reducing amount of time dedicated to support the processCreated and Beta-tested new executive assimilation process; presented to Senior HR Officer of N.A. Consumer Banking From June 2009 to August 2009 (3 months) Office Manager @ Brigham Young University • Created new scheduling method resulting in a 60% reduction in new client wait time • Restructured new hire training schedule which decreased training time by 50% and saved $1,500 per new hire• Supported 60 clinicians and over 3,000 students by creating and maintaining schedules and managing client requests• Organized and facilitated monthly training of over 50 student employees From October 2006 to May 2008 (1 year 8 months) Team Lead, MBA Field Study - Brigham Young University @ Marriott International • Led team of 6 students on project to quantify value of Marriott’s organizational culture and external reputation• Performed financial analyses of stock prices, revenue per available room, occupancy rates, and employee turnover rates • Presented findings to Marriott’s Executive Committee, including the CEO and CFO From January 2007 to August 2007 (8 months) Director of Esthetics @ Dolce Salon and Spa • Initiated leadership development program resulting in 10% increase in employee retention• Restructured compensation for estheticians, resulting in a 15% increase in sales to service dollars• Led and trained team of 4 educators and served as guest lecturer at local esthetics schools and community groups• Recognized for All-Around Best Professional: Esthetics - 2004 and 2005, and Top Sales: Esthetics - 2005• Reached and maintained highest client retention of 30 service providers over 4-month period• Recognized for highest retail sales in esthetics department February, March, and April 2003 From October 2002 to May 2006 (3 years 8 months) Director of Esthetics @ Dolce Medspa • Participated in creation of medical spa, from conceptualization to launch, in hiring, training, and branding initiatives• Strategically selected products and services to meet targeted market needs based on local market research• Created hiring and training programs for esthetic department based on desired culture of Dolce MedSpa From 2005 to 2006 (1 year) Sales Associate @ Williams-Sonoma, Inc. • Part-time employment while employed at Dolce.• Hired for temporary holiday position. Asked to stay in permanent capacity as a result of excellent sales and customer service skills From October 2002 to May 2005 (2 years 8 months)

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In a nutshell

Chloe Andersen's Personality Type

Extraversion (E), Intuition (N), Feeling (F), Judging (J)

Average Tenure

1 year(s), 6 month(s)

Chloe Andersen's Willingness to Change Jobs



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