What is Intalegence? It’s a company. A Mission. A Promise.Intalegence is a Chicago based People Solutions firm that serves Small to Mid Cap Private Equity and Venture Capital Firms and their portfolio companies. We provide solutions and services that deliver real ROI for firms who understand the effect their Portco Leadership and their teams have on Financial Performance and Market Valuation and who believe in the value of investing in getting the People Equation right.Our service offerings span the entire lifecycle of the Portfolio Company from pre-acquisition to transaction and include Retained Search, Leadership Development and Coaching, HR and Talent Advisory, Culture Development, and M&A IntegrationIf you would like to learn more about how we can assist you visit us at www.intalegence.io

Instructor within the Master's program for Industrial-Organizational Psychology.

Culture Elevation Consulting is how executives at later-stage start-ups realize sustainable growth without disrupting the rapid pace of business as usual.It’s all about optimizing People systems, leadership, and organizational design to sustainably scale.According to research by Harvard Business Review, 90% of organizations fail to align design and strategy, perpetually stuck in a build versus flourish mindset. So if “what got you here” is now resulting in the growing pains of inefficiencies, less than ideal productivity, reduced innovation, or turnover, you’re seeing the bottom line impact of that misalignment.What's needed for sustained growth amid constant change?Three things... 1. Design - Intentionally structure with the goal in mind. 2. Align - Match your systems to the destination. 3. Climb - Empower leadership for continuous success.Only Culture Elevation Consulting delivers the Design, Align, and Climb approach so you can move from growing pains to sustainable momentum.

Faculty for Hacking HR -- Instructor for "Leveraging Analytics to Create a Data-Informed, Business-Oriented and People-First Organizational Culture"Speaking and moderating engagements:- Panelist, Hacking HR: "Building the Foundation: Creating a Tech-Savvy HR Competency and Skills Framework"- Latino DEI Summit, "Using Change Management to Make DEI Stick"- Panelist, Hacking HR People Analytics Conference: "Diversity by Design: Using Data-Informed Approaches for Inclusive Workplaces"- Panelist, Hacking HR September Series: "The Art of Change Leadership"- Panelist, All Before Dinner event: “Empowering Women at Work”- Moderator, Women Impact Tech Conference, "Get Paid What You're Really Worth: Salary Negotiations and Managing Career Pivots"- Panelist, Hacking HR April Series: “Building and Sustaining Trust at Work” - Speaker, Colorful Connections: “The Importance of a Safe Space at Work”- Panelist, Hacking HR Inclusion & Belonging Conference: “Change Management: Bringing Everything Together to Create a Strong and Unbreakable Culture of Inclusion and Belonging”- Speaker interview by HRTech247: “DEI: Diversity, Equity & Inclusion – What it means & how to look at this topic”- Speaker, CS & Phenom Webinar: "Collecting Critical DEI Data in the Workplace"- Moderator, Cultivate Conference, "Building a DEI Strategy for Lasting Change"- Speaker interview by ChangeNerd: “Creating an Inclusive Workplace”

Reported to Chief Culture Officer as Global DEI leader and member of Senior Leadership, supporting 2,000 employees. Drove transformation of People Services and overall Internal Operations to become more diverse, equitable, and inclusive, and managing 15 Employee Resource Group (ERG) Leads, D&I Council Leads, and Specialists. Coached executive leadership; guided department-targeted efforts.• Reduced employee experience gaps between racial and gender demographics, while simultaneously seeing employee ratings of diversity and inclusion questions ranking in the top 5% of industry, per engagement survey.• Led evolution of compensation strategy, guiding team of Compensation experts and Senior Leadership to achieve racial and gender pay parity.• Partnered closely with People Operations and Talent to ensure DEI is woven through People processes across regions, such as in Employee Handbook, Talent Acquisition, Succession Planning, Performance Management, and Learning. • Advised People Operations on all employee relations and benefit offerings by country and providing awareness.• Drove Corporate Social Responsibility Volunteer efforts, resulting in increased global participation.

Reported to Chief People Officer, member of Senior Leadership. Built global DEI function as organization’s first-ever DEI Leader, supporting 1,300+ employees, managing 10 ERG and D&I Council Leads, and indirectly managing 5 Specialists.• Completed organizational analysis of data and analytics current state; revamped data capture and reporting. • Led transformation of Performance Improvement Process in partnership with People Ops to mitigate bias.• Embedded Inclusive Habits curriculum into various forums to support company-wide DEI efforts.• Company named by Mogul in Top 100 Workplaces with The Best D&I Initiatives.

Led change readiness, communications, and/or training for companies ranging from 800+ employees to 30,000+ employees across industries such as Higher Education, Electronics, and Healthcare undergoing digital transformation via Workday. • Drove Workday People Experience effort—devising plan for readiness and offerings, advising clients. • Partnered with Chief Culture Officer on Diversity & Inclusion initiatives and provided thought leadership. • Launched and led Inclusion & Belonging Committee and Women Together ERG.• Completed company Remote Deployment Guide; designed and delivered micro-learnings for Delivery organizations.

HR Business partner, supporting 350+ employees between start-up and parent company, Camelot Lottery Solutions (CLS). Spearheaded strategy development, evolution and delivery of People function including engagement, onboarding, development, performance management, DEI, and internal communications for this start-up. • Through the design of pre- and onboarding solutions, 98% reported having been engaged throughout the pre-boarding process; 95% of employees agreed they had been provided with the tools to be successful in their roles going forward.• Created an organizational workshop "Leveraging Cognitive Diversity" for productive conflict and increased innovation.• Partnered with Executive Leadership to design inclusive Succession Plans and provide relevant coaching. • Led development of company-wide learning curriculum and owned graduate rotational program.• Led implementation of learning technology solution and supplements for CLS, inclusive of customizing content via Adapt Builder authoring tool, reaching employees in five countries.• Company recognized on Built in Chicago’s 50 Best Small Places to Work (#6) and 100 Best Places to Work (#16).

Designed, implemented, and managed global, large-scale learning and organizational development programs, supporting 550+ employees, and oversaw cultural integration of acquired companies in partnership with senior and executive leadership. • Conceptualized and implemented highly visible, first of its kind global employee rotational program, including leading meetings with senior leadership, managing performance review process, compensation modeling, coaching leaders and mentors, mapping foundation skills, and creating and facilitating orientation for incoming associates.• Designed company engagement analysis and obtained metrics to develop programs addressing challenges. • Negotiated a savings of over $125K with third party HR and Learning and Development vendors annually.• Partnered with corporate finance team to provide oversight on the aggregated department L&D budget of up to $1MM annually. Provided yearly expense and forecasting analysis to business unit leaders.

Reported directly to Head of HR, supporting 300+ employees. Created and managed organizational learning and engagement. Performed generalist duties as needed, such as talent management, reduction in force, employee relations.• Implemented e-learning platform across the organization; oversaw and promoted e-learning programs.• Partnered with business units to create and standardize firm-wide, global on-boarding process, customizing as needed per department. Managed recommendations and selection process for topics and led roll out of company training.• Recruited for Due Diligence business unit and managed ad hoc projects.

• Delivered and supported HR generalist activities inclusive of recruitment and interview of candidates, tracking and management of new hire data, acting as the liaison between new hires and respective hiring managers to on-board and transition the employees into the organization, managing global mobility including H1-B and O-1 Visa documentation and partnering with legal to ensure requirements are met. • Managed HR communications and announcements for SVA internally as well as with external partners. Trusted HR partner who assisted leadership in tracking/developing the entire departmental HR budget.• Strategized and led digitization project whereby several thousand personnel files were to be converted into electronic database under a newly created filing system, ensuring compliance to new system as appropriate. • Supported management in promotional decisions including salary and title changes, employee relations issues, and performance management. Generated various management reports including salary analysis to measure organization market competitiveness which led to internal and external equity adjustments.

• Provided advisory services to associates regarding performance expectations, policies of the company and navigating company culture. • Fostered growth and provided development recommendations for associates through detailed training in brand education. • Conducted employee investigations, issued performance improvement plans and improvement strategies. • Recruited, pre-screened, interviewed, hired and on-boarded over 400 associates for the American Eagle Outfitters Times Square flagship store in New York City in less than 3 months. • Overhauled the performance of another NYC flagship store location by bringing the store up to code and in compliance with labor laws and regulations, implementing a standardized onboarding process, conducting performance reviews of associates and partnering with the store manager to implement training and performance improvement plans.

Facilitated brand education training for all new associates. Assisted in recruiting new associates, built excitement around working for the brand, and pre-screened applicants for open positions. Advanced new approaches for driving sales, motivating associates, and encouraging brand loyalty.

Entered all accounting data into Skyline, a property management database. Researched new marketing strategies and traveled between offices to ensure each branch was at its most efficient, including auditing paperwork and files. Reviewed and billed payroll and accounts receivable.