Provided leadership for the Learning & Development function, which was responsible for compliance training, new hire orientation and onboarding, instructional design and course creation and partnership with functional leaders on training related projects. Created and delivered a Change & Transition Management program to all organizational leaders to drive greater change leadership and ability to increase change readiness and adoption.Developed and launched a Talent Planning process to support Succession Management and build stronger bench strength for critical roles. Guided the team through the rebranding, redesign and relaunch of several high potential leadership development programs. Provided Change Management expertise and guidance on large-scale projects.

Energetic Transformations, LLC will lead you through a deeply personalized development journey where you will experience life, leadership and career coaching that will enhance and transform the WHOLE YOU, in both your personal and professional life.

Led critical change management initiatives for our Snyder’s-Lance integration into Campbell Snacks by acting as Change Management Lead for our transition from Oracle to SAP and providing leadership and direction around change management, training and communications.Led a complete redesign of our training and communication strategy to ensure everything could be executed 100% virtually due to the integration occurring in the midst of COVID. Selected and implemented a new virtual meeting/training platform (Jigsaw) and built/delivered Facilitator Prep training focused on use of new technology and best practices in delivering virtual training. Created and launched surveys to assess change readiness and capture feedback on change adoption post go-live.

Upon the acquisition of Snyder's-Lance by Campbell's, transitioned into the role of Senior Director of Talent Development and Culture for Campbell's Snacks.Accountable for identifying, creating and implementing strategy and programs to support building a strong values-based culture focused on accountability and trust. Key approaches and projects included: creating/launching decision-making framework; launch of Inclusion survey and action planning process; partnering on enterprise-wide Employee Experience survey; and strategic work with division leaders.

Strategic leadership and direction for a team focused on Performance Management, Employee Engagement and other critical Talent Development initiatives and offerings.Led company-wide Succession Planning strategy and creation of tools, communications and launch process and partner with HR Director team to implement, collect data and track progress on Talent Review discussions and follow-up development.Designed, launched and managed our company's first High Potential leadership development program.Identification and management of vendor partners to support Talent Development initiatives, as well as in-house professors and facilitators to support programs such as our High Potential leadership program.

Employee Engagement Survey (project planning, administration, launch, results reporting/communication and action planning efforts); Consultative Talent Development with individuals, leaders and teams (and experience with 360 feedback, 5 Dysfunctions of a Team, Situational Leadership, DISC, DDI, Dale Carnegie programs and creating individualized programs and resources to meet specific individual/team/organizational development needs); Coaching (individual, leadership and career coaching); Succession Management (creation of tools and processes to assess and develop talent for current and future organizational talent needs); Vendor Selection and Management; and Talent Development strategy and creation of programs for employees, leaders, and High Potentials.

Employee Engagement Survey (project planning, administration, launch, results reporting/communication and action planning efforts); Consultative Talent Development with individuals, leaders and teams (and experience with 360 feedback, 5 Dysfunctions of a Team, Situational Leadership, DISC, DDI, Dale Carnegie programs and creating individualized programs and resources to meet specific individual/team/organizational development needs); Coaching (individual, leadership and career coaching); Succession Management (creation of tools and processes to assess and develop talent for current and future organizational talent needs); and Vendor Selection and Management.

Provided HR leadership and support to our Sales organization employees and leaders nationwide. Responsibilities included: recruiting, performance improvement and coaching, compliance, policy administration, employee relations and performance management.

Led training and development initiatives for corporate, sales and plant employees and leaders; facilitated workshops and programs (webinar events, DDI programs/certified instructor and other custom programs); managed recruiting function for corporate, sales and plant based talent searches and selected/implemented our company's first Applicant Tracking System; implemented and partnered in facilitation of Sales Training programs for District and Zone Sales Managers; led Succession Planning efforts and Talent Review Meetings.

Organized talent development programs and resources for employees and leaders; facilitated DDI programs (certified DDI instructor); led company-wide recruiting efforts; served as HR leader for our Corporate office and was involved with performance and career coaching and employee relations.

Responsible for hourly recruiting for a 24/7 production facility including interviewing and selection of full-time employees, as well as 120 seasonal summer temporary positions; oversaw temp employee requests and agency placements in plant and corporate office; sourcing, selection and hiring, and orientation/onboarding for office and plant salaried positions; coordination of candidate travel, interview schedules, consensus meetings for final hiring decisions; and selection/management of external recruiting partners (temporary and full-time searches/placements).

Provided leadership for local SHRM chapter and was responsible for leading a team of HR professionals (volunteers) in surveying local chapter members for meeting topics and leads on HR professionals to speak at events, identifying, contacting and confirming potential speakers for chapter events, and coordination of logistics and HRCI credits for scheduled events.