Rhea Fix

Director, Organizational Development
USAble Life

As Director Organizational Development, Rhea Fix leads the learning and organizational development functions for employees at USAble Life. With more than 25 years of experience, she delivers high quality enterprise solutions for onboarding, soft skills training, team development, eLearning, and talent development to 500 team members distributed in offices and virtual locations across the country. Rhea collaborates with leaders, managers, and employees to develop programs that meet strategic business needs and achieve bottom line results.

Since joining USAble Life in 2009, Rhea has been instrumental in developing the training function, launching a corporate university, implementing multiple learning platforms and technologies, developing enterprise onboarding and learning programs, and working alongside management to achieve best in class employee engagement scores. 

Previously, Rhea served as President of Red Pepper Consulting for eight year, providing custom learning programs for large and small organizations at the national and local levels. Prior to this role, she developed innovative, technology-based learning programs for Alltel, a Fortune 500 company with over 35,000 employees distributed across the United States. 

Rhea holds a Master’s in Education (M.Ed.) from San Diego State University and a bachelor’s degree in communications from Northwestern University. She is a Senior Professional in Human Resources (SPHR) and holds certifications in coaching, change management, facilitation, and as a Certified Performance Technologist (CPT). She has been a contributor to Chief Learning Officer, ATD, the International Society for Performance Improvement (ISPI), and other industry organizations as an author, presenter, and recipient of awards in learning and development. 

Rhea Fix’s Session(s):

3:45 p.m. EST — Tuesday, April 27, 2021

Case Study: Strategy for Developing a Workforce for the Future

  • Organizing and structuring the initiative
  • Assessing the current workforce and evolving to blended teams through employee input:
    • Capturing feedback through multiple methods (surveys, focus groups, internal think tanks, collaboration sites)
    • Engaging employees who were already working remotely about what changed and how to be better moving forward
    • Connecting the project team early on with IT on future collaboration platforms
  •  Identifying opportunities and risks to ensure high performance
  •  Developing strategies to minimize gaps 
  • Developing solutions that create and sustain a strong workforce 
  • Measuring impact and adapting to changes along the way

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