Supporting 230+ Sales employees and partnering with leadership teams to influence ED&I strategy, talent development, team effectiveness, engagement and culture in order to ensure continued business growth

Led team of 13 HR Associates providing Generalist support and Employee Relations guidance for Kellogg North America while sitting on Leadership Team for North America Service Center; responsible for partnering with HR Directors and Legal team to meet organizational needs - Created a structured approach for providing development experiences for HR talent within the Center - Partnered with Legal team and HR Leaders on several large scale organizational changes to ensure effective and flawless execution

Continuing day to day work of Senior HR Advisor while also managing team of 5 HR Associates; managing relationships with several vendors and ensuring continued adherence to Kellogg expectations- Led the implementation and management of a global rotational program designed to develop talent; worked with global stakeholders to create alignment on program details - Successfully completed Six Sigma Green Belt project delivering $25k of cost avoidance

Supporting more than 13,000 employees across different business units/functions by coaching managers in areas of HR, including organizational design, performance management, conflict resolution and talent development- Analyzed data and led process improvement which eliminated 50% of call volume for team- Recognized and drove process innovation by leveraging technology that will save 90% of costs and 73% of labor hours associated with key process- Partnered with HR leaders to develop a global HR Career Framework; collaborated and conducted interviews to provide insights on the creation of a career development tool for Kellogg HR employees

Driving organizational change while managing crew schedulers and employee relations at a manufacturing facility with 550+ employees. Member of Kellogg's HR Accelerated Development Program• Increased best practice sharing across 15 Kellogg facilities by organizing and facilitating monthly conference call for 20+ HR members in Snacks network• Enhanced scheduling efficiencies by organizing a weekly crewing meeting that drove alignment between operational needs and scheduling practices• Brought visibility to key HR metrics including attendance rates, overtime hours, and temporary staffing needs• Implemented data-driven strategy to lower overtime spend, while also providing increased coverage for production lines• Collaborated with HR team, plant leaders and corporate partners to update critical policies• Updated plant recruiting strategy which resulted in the ability to attract an increased volume of highly skilled candidates for open roles• Developed and delivered strategic training sessions for Leads and Supervisors

Supported local HR team overseeing 700+ employees while completing multiple projects in the Learning and Development area• Created and implemented a training and development program for 80+ employees which consisted of multiple modules touching each function of the business• Enhanced the new hire process and orientation packet which reduced prep time by an estimated 80%• Analyzed and provided recommendations for the recruiting/hiring process for North America’s Supply Chain talent; found cost saver of $65,000 annually

Led a team of 5 graduate students in a consulting project to provide recommendations on a comprehensive global Learning & Development Strategy for The Kellogg Company• Conducted internal and external research to determine best practices and perform needs analysis• Compiled and analyzed data as a team to develop a recommended strategy• Presented recommendations to CHRO and team of executives receiving highest remarks for deliverables

Managed team of 35 in field maintenance and events operations and directed recruiting and training of all employees• Collaborated with university administration and facilitated 100+ annual university and corporate events• Decreased labor hours for field maintenance by 77% after researching and implementing new operational processes and technologies• Awarded field of the year by Minor League Baseball for 3 consecutive years after restructuring field maintenance operations and employee roles and responsibilities

Successfully managed organizational change while transitioning to a new coaching staff; produced practice plans for individual and group development